Dealing with dismissal or redundancy?
Whether you've been let go, selected for redundancy, or told your role no longer exists - it's worth understanding what your employer was and wasn't allowed to do.
What this usually looks like
Told your role is redundant
Your employer says the role is being removed - but you're not sure the process was fair, or whether the real reason was something else.
Dismissed without clear explanation
You've been let go but the reason given doesn't add up, or proper procedure wasn't followed.
Pushed out after raising concerns
You raised an issue - performance management, a grievance, a complaint - and now you've been dismissed or made redundant.
Given a settlement and told to sign quickly
Your employer has offered a settlement agreement and you're not sure whether the terms are fair or what you'd be giving up.
Key things to understand
Fair process matters
If you've been employed for 2+ years (this qualifying period is expected to reduce to 6 months from January 2027), your employer needs a fair reason and must follow a proper process to dismiss you.
Redundancy has rules
Genuine redundancy requires consultation, fair selection criteria, and consideration of suitable alternative roles.
You're owed notice
Your notice period is based on length of service or your contract, whichever is longer.
You can ask for written reasons
After 2+ years of employment (this qualifying period is expected to reduce to 6 months from January 2027), you can request a written statement explaining why you were dismissed.
Some dismissals are automatically unfair
Certain reasons for dismissal - like whistleblowing, pregnancy, asserting a statutory right, or trade union activity - are automatically unfair regardless of how long you've been employed.
How Yerty helps
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Yerty provides information and tools - not legal advice. For complex situations, we recommend consulting a qualified employment solicitor.
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