Redundancy is a form of dismissal from your job, it can happen when employers (for various reasons) need to reduce their workforce.
Your employer should use a fair and objective way of selecting people for redundancy, the methods usually used are: last in, first-out (employees with the shortest length of service are selected first) asking for anybody that may want redundancy (self-selection/voluntary redundancy) or an employer may go on disciplinary records.
There are many reasons you cannot be selected for, your redundancy could then be classed as unfair dismissal, and these may include: Gender, marital status, race, disability, age or sexual orientation.
If you are being made redundant you could be eligible for things such as: Redundancy pay, a notice period, a consultation with your employer, an option to move into a different role or time off to find a new job.
You would have to be given a notice period before your employment ends.
The statutory redundancy notice periods are: at least one weeks’ notice if employed between one month and two years. One weeks’ notice for each year if employed between two and twelve years and twelve weeks’ notice if employed for 12 years or more.
As well as the statutory pay your employer should either pay you through your notice period or pay you in lieu of notice depending on your circumstances.
You should be entitled to a consultation with your employer if you are being made redundant; you can then speak to them about why you are being made redundant or if there are any alternatives to redundancy. You can also appeal if you feel you may have been unfairly selected, you can do this by writing to your employer explaining the reasons you feel this way.