Facing redundancy at Asda? Check your pay, package and next step

Yes. Separate 2026 reports concern voluntary redundancy at some stores with surplus staffing, around 150 proposed head-office job cuts, and a George clothing distribution restructure. A separate security programme concerns Mitie employees working at Asda stores, not Asda employees. These programmes have different employers, dates and terms, so your own letter or Workday message is the starting point.

There is no publicly verified, company-wide Asda formula that we can safely use for every employee. Your statutory minimum depends on your age, full years of service and gross weekly pay. For redundancies from 6 April 2026, weekly pay is capped at £751, service at 20 years and the statutory maximum is £22,530. Your written Asda offer may include enhanced redundancy, notice pay, holiday pay or other sums on top.

We have not found a publicly verified current redundancy formula that applies to every Asda employee. Reporting about enhanced terms for a head-office programme does not prove that the same formula applies to stores, depots or every volunteer. Ask for the eligibility rules, statutory calculation, any enhancement, notice pay, holiday pay, tax treatment and the effect on pension and benefits in writing.

Statutory redundancy pay uses complete years of service, but only the most recent 20 years can count. Thirty years' service does not produce 30 years of statutory entitlement. Age bands also affect the number of weeks awarded, and weekly pay is capped at £751 for 2026/27. Any Asda enhancement must be checked against the written scheme or offer.

Yes. Voluntary redundancy is normally an invitation to apply, not a right to leave on redundancy terms. Asda can decide which applications fit the needs of the business, provided the decision is not unlawfully discriminatory. Ask for the application criteria, deadline, decision date and whether you can withdraw before acceptance.

Whether an alternative job is suitable depends on the role, pay, benefits, status, hours, location and your own circumstances. You normally have a four-week statutory trial period in an alternative role. Unreasonably refusing suitable alternative work can affect statutory redundancy pay, so get the offer and trial dates in writing before deciding.

Your notice is normally the longer of your contractual notice and the statutory minimum. The statutory minimum rises with service, up to 12 weeks. Asda may ask you to work notice, place you on garden leave or make a payment in lieu if the contract or agreement allows. Check whether pension, bonus and other benefits continue or are included in the payment.

Ask for the appeal process and deadline in writing. An appeal can challenge the reason, selection pool, scores, consultation, missing alternatives or factual errors. State what you believe is wrong, provide relevant evidence and explain the outcome you want. Keep copies of letters, scores, vacancy details and meeting notes.

You will not usually qualify for statutory redundancy pay with less than two years' continuous employment. You may still be owed notice pay, wages and accrued holiday, and you can still challenge discrimination or certain automatically unfair reasons for dismissal. A contractual or discretionary enhanced payment may also use different eligibility rules, so check the written scheme.

Redundancy selection and consultation must not unlawfully discriminate. Selection criteria should be objective, pregnancy or maternity-related absence must not be counted against you, and reasonable adjustments may be needed for a disabled employee. Employees on maternity, adoption or shared parental leave can also have priority rights to suitable alternative vacancies in the protected period.

Yes. Acas says voluntary redundancies count when deciding whether the collective consultation rules apply. If an employer is proposing 20 or more redundancies within 90 days at one establishment, consultation must be collective as well as addressing each affected employee's position.

If Asda asks you to sign a settlement agreement, it is not legally valid for waiving the covered employment claims unless you receive advice from a relevant independent adviser. Acas recommends allowing at least 10 calendar days to consider the written terms and get advice, unless the parties agree otherwise. Not every voluntary redundancy uses a settlement agreement, so check exactly what document you have been given.