Redundancy is something many people hope they never have to face, but with economic pressures affecting businesses across Lancaster and Morecambe, it’s becoming a more common topic of conversation. Whether you work in a large organisation, a local family business, or one of the many employers in Lancaster’s growing service sector, understanding your rights can make a difficult situation far easier to manage.

What redundancy means

Redundancy happens when a job role ceases to exist. This could be due to a business closing, restructuring, cutting costs, or changing the type of work it carries out. It is not the same as being dismissed for performance or conduct. If the role you carry out is no longer required, the law sets out clear expectations of how your employer must handle the process.

For people working in the Lancaster area, whether in hospitality, education, retail, manufacturing, or professional services, the rules are the same nationwide, but the way employers apply them can vary. That’s why it’s important to understand what you should expect.

Consultation: your employer must speak with you

Before any redundancy is confirmed, your employer must consult with you. This is not a formality. It should be a meaningful conversation about why redundancies are being proposed, what alternatives have been considered, and whether there are other roles you might be suitable for.

In Lancaster, where many workplaces are small or medium-sized, consultation often feels less formal, but it is still a legal requirement. Even if your employer is a small local business, they must give you a chance to respond, ask questions, and offer suggestions.

Selection must be fair

If only some roles are being made redundant, your employer must use a fair method to decide who is selected. This could include skills, qualifications, performance history, or attendance records, but it cannot be based on discriminatory factors such as age, disability, pregnancy, sex, race, or union membership.

If you believe you were singled out unfairly, or if the selection criteria were never explained, it may be worth getting advice before accepting the decision.

Your right to redundancy pay

If you have worked for your employer for two years or more, you are usually entitled to statutory redundancy pay. Many employees in Lancaster’s public sector and larger private companies may receive enhanced payments, but this is not guaranteed unless it is written into your contract or policy.

The amount you receive depends on your age, your length of service, and your weekly pay (subject to a legal maximum). Your employer must also pay you for any outstanding holiday and give you your required notice period or pay in lieu of notice.

Exploring alternative roles

The law encourages employers to try to avoid redundancies wherever possible. This may mean offering alternative roles, even if they involve a different position or location. For workers in Lancaster, this can include roles within connected offices in Morecambe, Garstang, Kendal, or Preston.

You have the right to a trial period in any alternative role offered. If it turns out not to be suitable, you should still receive your redundancy pay.

When a redundancy can be challenged

Redundancy can be legally challenged if the process was flawed, discriminatory, or not genuine. If the role still exists, if the selection was unfair, or if your employer didn’t consult properly, you may have grounds to raise a complaint or claim.

In the Lancaster area, where businesses often have long-standing relationships with staff, these issues can be particularly sensitive. Many people worry about damaging relationships or causing tension, but seeking advice early can prevent misunderstandings and help resolve issues quickly.

Getting support

For more information and to speak with a solicitor, please call us on 01524 907100, info@pre-law.co.uk or through our online enquiry form.