Support employers legally have to provide during redundancy
by Joseph | 27 Oct 2025
When a business must make roles redundant, there are legal obligations in the UK that HR and leadership must follow. Failing to meet them risks unfair dismissal claims, tribunal awards, and reputational damage. Here is a clear breakdown of what support you legally must provide to staff during redundancy, with notes on how Laburo can help you go beyond the basics.
1. Genuine Redundancy Reasons and Proper Process
A redundancy must be genuine, meaning that the role is no longer needed, for example because of restructuring, business closure or reduced demand. It cannot simply be a disguised dismissal for performance or conduct.
Read more: https://www.gov.uk/staff-redundant
Where Laburo helps: While legal compliance must come from your HR team, Laburo provides resources to help communicate processes more clearly, reducing employee uncertainty.
2. Consultation
Employers must consult with affected employees. For fewer than 20 redundancies, individual consultation is required. For 20 or more redundancies within 90 days, collective consultation with employee representatives is mandatory.
See ACAS: https://www.acas.org.uk/your-rights-during-redundancy/how-your-employer-must-consult-you
Where Laburo helps: Laburo offers supportive materials that can be shared with employees, giving them practical advice on next steps and how to prepare for life after redundancy.
3. Fair Selection Criteria
If not all roles are being made redundant, you must apply fair, objective and non discriminatory selection criteria.
Guidance: https://www.gov.uk/staff-redundant/compulsory-redundancy
Where Laburo helps: Laburo does not influence selection, but can provide neutral support to staff once decisions are made, showing that care continues beyond the legal requirement.
4. Notice Period and Pay in Lieu
Employees must be given the correct notice period, or pay in lieu if the contract allows.
Details: https://www.gov.uk/redundancy-your-rights
Where Laburo helps: During notice periods, employees can access Laburo’s career resources to make the most of their transition time.
5. Statutory Redundancy Pay
Employees with at least two years of continuous service are entitled to statutory redundancy pay, calculated on age, service and capped weekly pay.
See: https://www.gov.uk/redundancy-your-rights
Where Laburo helps: Laburo does not calculate redundancy pay, but it can give employees clear guidance on how to prepare financially and begin planning their job search.
6. Time Off to Look for a New Job or Training
Employees with two years of service must be allowed reasonable paid time off during notice to seek work or training.
See ACAS: https://www.acas.org.uk/manage-staff-redundancies/support-your-staff-and-plan-for-the-future
Where Laburo helps: This is where Laburo adds real value, providing scalable career transition tools, CV support, job search advice and resources that employees can use during this legally protected time.
7. Offer Suitable Alternative Employment
Employers must offer suitable alternative jobs if available. Employees can trial these roles for four weeks without losing redundancy rights.
Guidance: https://www.gov.uk/staff-redundant/avoiding-redundancies
Where Laburo helps: If no internal roles exist, Laburo can provide external career transition support to help employees find their next opportunity more quickly.
8. Record Keeping, Appeals, and Reasoned Decisions
Employers must keep records of the process and give employees clear reasons for decisions. Employees should be able to appeal.
Employer guidance: https://www.employers-law.co.uk/making-employees-redundant-guide-for-uk-employers
Where Laburo helps: While the legal process remains with HR, Laburo ensures employees have access to resources and guidance alongside the formal communication.
9. Support and Wellbeing (Good Practice, Not Always Legal)
While not a legal requirement, ACAS recommends providing wellbeing and career support to reduce stress and protect morale.
See: https://www.acas.org.uk/manage-staff-redundancies/support-your-staff-and-plan-for-the-future
Where Laburo helps: This is Laburo’s core strength. The platform offers career transition tools, resources, CV guidance and wellbeing materials, giving staff reassurance and direction at a difficult time.
UK law sets a clear baseline for redundancy obligations. Employers must provide consultation, fair process, notice, redundancy pay, and time off for job seeking. But going beyond the minimum shows real care, reduces risk, and protects your employer brand.
Laburo’s platform gives HR teams an affordable way to add meaningful redundancy support with practical career advice through scalable tools, CV and interview guidance and wellbeing resources.