Employment Rights Act 1996: Primary legislation establishing redundancy framework, including statutory redundancy pay calculations, legal definition of redundancy, and minimum notice period requirements
Trade Union and Labour Relations (Consolidation) Act 1992: Governs collective consultation requirements, especially for large-scale redundancies (20+ employees within 90 days), including obligation to notify Secretary of State via HR1 form
Equality Act 2010: Ensures redundancy selection criteria are non-discriminatory, protecting against unfair selection based on protected characteristics and requiring consideration of reasonable adjustments for disabled employees
ACAS Code of Practice: While not legislation, provides crucial guidance considered by tribunals and sets out best practices for fair redundancy procedures
TUPE Regulations 2006: Protects employees' rights during business transfers, including specific provisions relating to redundancies in transfer situations
Fair Selection Process: Legal requirement to use objective and fair selection criteria when choosing employees for redundancy, including proper consultation and documentation
Notice Period Requirements: Statutory obligations regarding minimum notice periods based on length of service and contractual terms
Special Category Protection: Additional legal protections for special categories of employees, such as pregnant workers, those on maternity leave, or employee representatives
Right to Appeal: Legal requirement to provide employees with the right to appeal against redundancy decisions as part of a fair process
Alternative Employment: Legal obligation to consider and offer suitable alternative employment within the organization where available
