Facing the threat of redundancy can be extremely troubling and incredibly unsettling for any employee, but what many in that worrying position may not realise is that they can get help.

We look here at the most fundamental support you can get in this situation, which is from an experienced and skilled trade union representative, even if you are not a union member.

The latest redundancy forecast predicts a challenging period ahead, with employers reported to be preparing for the ‘biggest redundancy round’ in a decade. [1] cited 26.2.25

A recent survey (published February 2025) of UK employers shows a sharp increase in redundancy intentions over the last quarter, with redundancy intentions rising to their highest levels in the last 10 years, outside of the pandemic. [2] cited 26.2.25

The first reaction of most employees when initially notified their job is at risk, is the obvious fear about job security and the inevitable financial impact.

In recent years, an increasing number of employees have found themselves in this uncomfortable situation. In the fast-paced and ever evolving landscape of the business world, many more will face the threat of redundancy, in the weeks and months to come.

The worst period for redundancies in recent times was during the COVID-19 pandemic in 2020-2021.

It caused widespread economic disruption, leading to lockdowns and restrictions that decimated  a number of industries, especially hospitality, retail and travel.

Many businesses had to close temporarily or permanently, resulting in a surge in redundancies.

During specific periods it was reported the number of job cuts were the worst since records began. [3] cited 26.5.25

The pandemic devastated industries and forced employers to adapt, rethink and restructure how they operate, with a keen focus on cost-cutting measures.

It has been most evident on high streets across the country with the use of technology and the shift to customers purchasing goods online, leading to necessary structural changes for many businesses and job losses.

Redundancy remains a very real threat for many employees, and knowing what support is available to you if you are unfortunate enough to find yourself in such a position, is essential. Here we take a look at that.

Legislation

The Employment Rights Act 1996 should ensure that you are treated fairly and supported appropriately if you are at risk of redundancy. It outlines the law for redundancy situations e.g. the right to statutory redundancy pay and the need for a fair selection process. [4] cited 26.2.25

What support will usually be provided when first informed of the risk of redundancy?

It will depend on the size of your employer. However, generally when you are first given the news, you should receive clear and detailed information about the reasons for the redundancy, details of any selection criteria that will be used, and the timeline for consultation and the process.

During consultation, your employer should discuss a range of things, which can include any support available. This could be arranging time off for affected employees, for example to update their CVs and get training or an offer of access to counselling services, career advice, and training opportunities to help you to transition to a new role.

Navigating the redundancy process on your own, especially if you have never been through it before, can be daunting. If you are a member of a trade union it will support you through the process.

If your employer is proposing to make 20 or more employees redundant it requires ‘collective consultation’ with either a trade union representative or elected employee representatives if no union is recognised. Non-union members in this situation should have access to support from staff representatives. [5] cited 26.2.25

How can a representative support me during the redundancy process?

There is no statutory right to be accompanied during the redundancy consultation process. However, it is good practice and advisable for an employer to allow an employee to be accompanied by a colleague, trade union or staff representative at a consultation meeting.

If you are not informed that you can bring a companion to a meeting, and if you are not a member of a trade union and no staff representatives have been appointed, you can still request that your employer allows you to be accompanied by an appropriate companion. It is good practice and advisable for an employer to allow it.

Consultation meetings provide an opportunity for you to discuss the redundancy situation, suggest reasonable alternatives to redundancy and raise any concerns you may have about the process. Your representative can support you and ensure your voice is heard, key questions are put to your employer on your behalf and help to express any concerns you may have.

Having the support of a representative during consultation can be invaluable and make a huge difference. It can help to make sure you are not treated unreasonably and that if you have any concerns they are highlighted and quickly dealt with.

Your companion can also help you to understand the redundancy process, any selection criteria that is used, and the consequences of redundancy.

The process can be overwhelming given your job is at risk and the financial ramifications of being made redundant, so the emotional support from a representative can be crucial. It can help in handling the stress and uncertainty of the situation. They can also help you to negotiate and ensure your best interests are well-represented.

What can I do if my employer does not offer any support

It is possible, depending on the size of the organisation that you work for, that you are simply told you are at risk and invited to a consultation meeting, and not informed that any support is actually available.

It is important that you familiarise yourself with the redundancy process and that you know your rights during it. Organisations such as ACAS and Citizens Advice can provide you with advice on your situation.

If after familiarising yourself with the process, your rights, and having taken advice, you believe you are being treated unfairly, you can raise a formal grievance. [6] cited 26.2.25

How can I ensure I get the best support available to me?

Typically during any redundancy consultation, the best representative you can have by your side will be a trade union representative. They can assist with expert advice and support.

If you are facing redundancy, we can provide you with support from one of our experienced and skilled trade union representatives, even if you are not a trade union member.

They will ensure your employer follows the proper legal process, challenge anything that is unfair and if appropriate attempt to negotiate better redundancy terms. Their presence can reduce the stress of the process and it will give you confidence you have the best support available.

If you are facing redundancy and need assistance from one of our experienced, dedicated and skilled trade union reps. Contact our Employee Support Centre or call us today for a free initial consultation on 0333 772 0611.

Finally

The forecast for the impending ‘biggest redundancy round in a decade’ does mean knowing what support is available in such a situation is vital.

News and the threat of redundancy can be one of the most stressful, difficult and challenging situations any employee faces during their working life.

But help and support is available to all employees to assist them through the redundancy process.

And you can play your part as well. Make sure you understand the process and your rights, so do your research.

Taking advantage of any available support, especially with representation, should help to ensure you get the best possible outcome from an unwelcome situation.