A lawyer has outlined employees' legal rights amid predictions that 250,000 people will lose their jobs in the UK this year. The latest Item Club report forecasts the UK economy will flatline in the second and third quarters, pushing the country to the brink of a technical recession.
The independent forecasting group said the UK's jobless rate will peak at 5.8% by mid-2027, with nearly 250,000 more people unemployed. The International Monetary Fund (IMF) has stated that the UK faces the biggest growth downgrade among G7 nations.
Laura Franklin, Employment Partner at Beswicks Legal, explained that employers have clear legal responsibilities around consultation, notice periods, and fair selection procedures. “One of the biggest misconceptions is that redundancy means an employer can simply terminate employment immediately without following a formal process,” she said.
Franklin emphasised that consultation must be meaningful, not a box-ticking exercise. Employees are entitled to contractual or statutory notice periods unless exceptional circumstances apply. Disputes often arise over redundancy calculations involving commission, bonuses, or length of service.
Selection criteria can become a legal risk if not applied fairly and consistently. “Redundancy should never be used as a cover for performance concerns, discrimination, or workplace disputes,” Franklin added. Employers need objective and transparent criteria to avoid allegations of unfair dismissal or discriminatory treatment.
With increased media attention on redundancies, employees are becoming more aware of their rights. Businesses that fail to follow fair procedures risk legal claims and reputational damage. Franklin advised: “Understanding those rights early can help individuals make informed decisions and challenge unfair treatment where necessary.”
