Redundancy: What does it mean and what are your rights?

The University of Essex’s announcement to close its Southend campus by summer 2026 has left around 400 staff facing redundancy. This news is understandably upsetting and losing your job is never easy, especially under these circumstances. We break down your key legal rights as an affected employee and explain why getting independent advice is crucial before you sign anything. We’re here to support you through this challenging time.

Your legal rights if you’re made redundant

If you’re one of the staff impacted by the Southend campus closure, it’s important to remember that you have rights. Here are some key protections to be aware of:

Redundancy Pay: Employees with at least 2 years’ continuous service are generally entitled to statutory redundancy pay. The amount is based on your age, length of service (capped at 20 years), and weekly pay (capped by law). For example, older and longer-serving employees receive a higher multiplier. Your employer might also offer an enhanced redundancy package above the legal minimum, so check if the University has a policy for extra pay. (Up to £30,000 of redundancy pay can be tax-free.)
Notice Period: By law, you must be given a minimum notice period (or pay in lieu of notice) before your employment ends. The statutory minimum notice is one week for each full year you’ve worked (after the first month), up to a maximum of 12 weeks’ notice. Your contract might promise more, but it can’t be less than the legal minimum. This means, for example, if you’ve worked 5 years you should get at least 5 weeks’ notice (or equivalent pay).
Consultation Rights: In a large redundancy situation like this, the University must consult with staff representatives or a union well in advance of any dismissals. For 100 or more redundancies, there should be a collective consultation at least 45 days before the first redundancy takes effect. Consultation is your chance to understand why the redundancies are happening, suggest alternatives, and hear about any support (such as redeployment opportunities) the University can offer. It should be a genuine two-way process – not just a box-ticking exercise.
Fair Selection: Redundancy should never be used as an excuse to unfairly target certain people. If only some staff are being made redundant, the employer must use a fair and objective method to select who loses their job. Common selection criteria include length of service (“last in, first out”), disciplinary record, skills, qualifications and experience. They cannot pick you for redundancy based on discriminatory reasons like age, gender, race, disability or trade union membership as that would be unfair dismissal. If the entire campus is closing and essentially all roles there are eliminated, a traditional selection process may not apply, but the process should still be fair and transparent to everyone.

Don’t sign anything without independent advice

Facing redundancy is stressful, and your employer might offer you a settlement agreement as part of the process. This is a legal contract where you’d typically get an ex-gratia payment or other benefits in exchange for giving up your right to bring any legal claims. It is crucial not to rush or sign any settlement or exit agreement without getting independent legal advice first.

In fact, law requires that you receive advice from an independent solicitor or certified adviser for a settlement agreement to be valid. If you sign without getting proper advice, the agreement wouldn’t be legally binding.

The good news is employers will usually pay for your legal consultation on the agreement or at least contribute to the cost, so there’s no reason to skip this step. A solicitor will review the terms to ensure you’re not signing away more than you should, and that the compensation on offer is fair. They can also check things like your redundancy pay calculation, notice pay, holiday pay, and any reference or confidentiality clauses in the agreement.

Don’t let the pressure or emotion of the situation push you into signing documents immediately. Take your time, get advice, and understand your rights. This is about your livelihood and it’s worth making sure you’re protected.