Redundancy notice period: your rights explained

How much notice am I entitled to for redundancy?

Your statutory minimum is at least 1 week if you have been employed between 1 month and 2 years, then 1 week for each complete year of service after that, up to a maximum of 12 weeks once you have 12 or more years' service. If your contract promises more than this statutory minimum, the longer contractual notice applies instead.

These figures are the legal floor, not a cap on what you can be given. Many contracts specify a longer notice period, for example a flat 1, 2 or 3 months regardless of service, and where that is more generous than the statutory minimum, the contractual notice is what applies. Check your contract or written statement of employment particulars alongside thegov.uk notice period rulesto see which figure is higher in your case.

Do I have to work my notice period?

Not always. Your employer can ask you to work it as normal, put you on garden leave where you are still paid but kept away from work, or pay you in lieu of notice (PILON) so your employment ends immediately. Which option applies depends on your contract and what your employer decides is practical.

All three routes should leave you no worse off in pay during the notice period itself, since you are normally entitled to your usual pay throughout. What differs is timing and flexibility: working your notice keeps you in the workplace until the end date, garden leave keeps you employed and bound by your contract while away from work, and PILON ends your employment straight away. See ourgarden leave guide andPILON guide for how each affects your obligations and your tax position.

When does the redundancy notice period start?

Your notice period starts on the date your employer formally confirms you are being made redundant and gives you notice, not when consultation begins or when redundancy is first mentioned. You are normally entitled to your usual pay throughout, whether you are working, on garden leave, or being paid in lieu.

Redundancy consultation, where your employer explains the proposal and considers alternatives, comes before notice is given. Your last day of employment, and the date used to calculate your statutory redundancy pay, is set from when notice is served, not from earlier conversations about the possibility of redundancy. If the dates in your letter or settlement agreement look unclear, it is worth having them checked before you sign anything.

Can I get another job during my notice period?

You can usually look for and interview for other jobs while under notice. Whether you can actually start a new job before your current employment ends depends on your contract, particularly if you are on garden leave, since starting elsewhere while still technically employed can breach your existing terms. Check before you commit.

If you are working your notice or have already received PILON, your employment has effectively ended and starting a new role is straightforward. Garden leave is different: you remain employed and bound by your contract, including any exclusivity or restrictive covenants, so taking up new work during that period without your employer's agreement risks a breach of contract claim. Read your contract or ask before accepting a start date that falls inside your notice period.

Will I lose my redundancy pay if I start a new job?

No. Statutory redundancy pay is calculated on your age, service and pay up to your redundancy date, and starting a new job afterwards does not remove it. The only exception in practice is starting a new job during your notice period in a way that breaches your contract, which is a separate issue from your redundancy pay itself.

Once your employment ends, your entitlement to redundancy pay is fixed. It does not get clawed back, reduced or offset because you find work quickly, and there is no requirement to stay unemployed for any period to keep it. Use theredundancy pay calculator to check what you are owed, and see ourredundancy pay tax guide for how the payment itself is taxed.

Redundancy notice period: frequently asked questions