The recent announcement that the University of Essex will close its Southend campus at the end of the 2025–26 academic year has sent shockwaves through staff and students alike. The site is set to close as part of a wider restructuring programme, with reports of significant job losses across academic and professional services roles.
For many employees, this raises one urgent question:
What are my rights if I am made redundant?
In this article, we explain how redundancy works under UK law and how Attwells Solicitors can support employees affected by university restructuring.
What Is Redundancy?
Redundancy is a specific legal concept. Under the Employment Rights Act 1996, a redundancy situation arises where:
- An employer closes a business entirely;
- An employer closes a particular workplace; or
- The need for employees to carry out certain work reduces or ceases.
In a campus closure scenario, this will usually fall under workplace closure redundancy, even if the wider university continues operating elsewhere.
However, redundancy must be genuine. An employer cannot simply label a dismissal as “redundancy” without meeting the legal criteria.
Consultation: A Legal Requirement
If 20 or more employees are at risk of redundancy within a 90-day period, the employer must carry out collective consultation.
This includes:
- Informing recognised trade unions (if applicable)
- Consulting for a minimum statutory period (30 or 45 days, depending on numbers)
- Providing clear written information about the proposals
Employers must, in addition, consult individually with affected employees.
A failure to properly consult could result in a protective award, which can compensate employees with up to 90 days’ actual pay.
If you feel consultation has been rushed, unclear, or superficial, it is important to seek specialist advice early.
Suitable Alternative Employment
In cases like a campus closure, employers often offer relocation to another site.
But key questions arise:
- Is the alternative role genuinely suitable?
- Is the location reasonable?
- What about travel time and costs?
- Does it affect pay, status, or working hours?
An employee is entitled to a four-week trial period in a new role. If the alternative is not suitable and the refusal is reasonable, entitlement to redundancy pay should still be preserved.
Disputes frequently arise around what counts as “reasonable”. Each case turns on its facts.
Redundancy Pay: What Are You Entitled To?
If you have at least two years’ continuous service, you may be entitled to statutory redundancy pay based on:
- Age
- Length of service
- Weekly pay (subject to a statutory cap)
Many universities also have enhanced redundancy schemes set out in contracts or collective agreements. It is crucial to check:
- Your contract of employment
- Staff handbooks
- Any collective agreements
Employers must also pay notice pay and any accrued but untaken holiday.
When Redundancy May Be Unfair
Even where a genuine redundancy situation exists, a dismissal can still be unfair if:
- A fair selection process was not followed
- The criteria used were discriminatory
- Consultation was inadequate
- Suitable alternative roles were not properly considered
For example, if selection criteria disadvantage staff with disabilities, caring responsibilities, or those on maternity leave, this could give rise to discrimination claims in addition to those for unfair dismissal.
Voluntary Redundancy
Many employers, when faced with a large-scale redundancy process, offer affected employees the opportunity to apply for ‘voluntary redundancy’, under which employers usually offer employees enhanced redundancy packages (over and above what an employee can expect to receive compared to compulsory, statutory packages), in return for entering into a Settlement Agreement with the employer under which they waive their rights to bring any legal action against the employer.
It is a legal requirement for employees to receive independent legal advice before entering into a settlement agreement. It is for this reason, that employers routinely make a contribution towards an employees legal costs in obtaining advice on a settlement agreement.
Here at Attwells, we offer clients a completely FREE legal advice service by capping our fees for advising you on a settlement agreement at the contribution provided by your employer. We simply invoice your employer once the agreement is signed. This means it does not cost you a penny in getting legal advice on your settlement agreement.
You can upload your settlement agreement on our website and receive a call back straight away from one of our employment lawyers to discuss your agreement, again completely free of charge. One of our lawyers will briefly review your agreement before the call so that can provide you with prompt and expert advice, specifically tailored to your situation.
The Emotional Impact of Redundancy
Redundancy is not just a legal process — it is personal. Many university staff have devoted years to teaching, research, and supporting students. Sudden restructuring can feel destabilising and unfair.
At Attwells Solicitors, we understand the human side of employment disputes. We take the time to listen, explain your options clearly, and guide you through what can be a very stressful period.
How Attwells Solicitors Can Help
If you are affected by a university redundancy programme, Attwells can:
- Review your redundancy documentation
- Advise on consultation rights
- Assess whether selection criteria are fair
- Check redundancy and notice pay calculations
- Negotiate enhanced settlement terms
- Advise on potential unfair dismissal or discrimination claims
Early advice can make a significant difference — particularly if you are still within the consultation period.
Practical Steps If You Are at Risk
- Keep copies of all correspondence
- Request written confirmation of selection criteria
- Attend consultation meetings and take notes
- Seek legal advice before signing any settlement agreement
Do not feel pressured into accepting terms without understanding your rights.
Speak to Attwells Today
If you are affected by redundancy following a workplace closure or restructuring, our Employment Law team is here to help.
We offer clear, practical advice tailored to your situation, with a focus on achieving the best possible outcome.
Contact Lloyd Clarke, Partner and Head of Atwells Employment Law Team today for a confidential chat on 01206 239761 or you can upload your settlement agreement and instruct us online by clicking the button below.
