The main legislation governing redundancy includes:
- The Trade Union and Labour Relations (Consolidation) Act 1992
- The Collective Redundancies and Transfer of Undertakings (Protection of Employment) Regulations 1995 (SI 1995/2587)
- The Employment Rights Act 1996
- The Collective Redundancies and the Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 1999 (SI 1999/1925)
- The Collective Redundancies (Amendment) Regulations 2006 (SI 2006/2387)
- The Agency Workers Regulations 2010 (SI 2010/93)
- The Unfair Dismissal and Statement of Reasons for Dismissal (Variation of Qualifying Period) Order 2012 (SI 2012/989)
- The Trade Union and Labour Relations (Consolidation) Act 1992 (Amendment) Order 2013 which comes into force on 6 April 2013.
Other legislation which may be relevant in a redundancy situation includes:
- The Information and Consultation of Employees Regulations 2004 (SI 2004/3426)
- The Employment Equality (Age) Regulations 2006 (SI 2006/1031)
- The employee shareholder status provisions under the Growth and Infrastructure Act 2013.
- Armed Forces Redundancy Scheme 2006 Order 2006 (SI 2006/55)
- Armed Forces Redundancy Scheme 2006 and the Armed Forces Redundancy Etc. Schemes 2010 (Amendment) Order 2011 (SI 2011/208)
- Superannuation Act 2010
- Superannuation Act 2010 (Repeal of Limits on Compensation) Order 2010 (SI 2010/2996).
For the main provisions in the Employment Equality (Age) Regulations 2006 which also have an impact on redundancy, see our Age discrimination and retirement Q&As.
Certain EU legislation and case law influences the UK position. For example, the European Collective Redundancies Directive must be complied with.
For information on redundancy collective consultation see our Redundancy collective consultation Q&As.