Redundancy
Editor's message: From 6 April 2024, important changes were made to the right to be offered a suitable alternative vacancy on redundancy in certain circumstances.
Previously, the right applied only to employees who are absent on maternity, adoption or shared parental leave during the redundancy process.
In relation to pregnancy and maternity leave, this redundancy protection period has been extended:
- so that it applies from the point at which an employee informs their employer that they are pregnant; and
- for a period following the end of maternity leave - with the protected period ending 18 months after the birth of the child (giving someone who returns to work after 12 months' maternity leave a further six months' protection on their return to work).
A similar extended protection period has been introduced for those returning from adoption leave and shared parental leave.
Stephen Simpson, principal HR strategy and practice editor
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About this topic
HR and legal information and guidance relating to redundancy.
Redundancy: key resources
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How to deal with pregnant employees and those on maternity leave in a redundancy situation
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Redundancy: Letter offering suitable alternative vacancy to pregnant employee (informs employer of pregnancy on or after 6 April 2024)
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Redundancy during or after maternity leave: Letter offering suitable alternative vacancy to employee (statutory maternity leave ends on or after 6 April 2024)
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How to consider alternatives to redundancy in an economic downturn
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How to choose and apply redundancy selection criteria
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Leading practice guide: Supporting employees following redundancy
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Leading practice guide: Supporting redundancy survivors
Redundancy: quick links
Access our main resources on redundancy according to the type of information you need.