Employment & Labour Law · European Union
Make Sure Your Redundancy Is Genuine and Properly Paid
Redundancy has strict legal rules — a genuine business reason, a fair selection process, meaningful consultation and correct compensation. When an employer skips any of these steps, the dismissal can be challenged. We match you, free of charge, with an employment lawyer who handles redundancy cases in your European country, so you can verify the process and secure what you are owed.
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Who this is for
Redundancy is a process, not just a decision — and the process is your protection
Redundancy is a form of dismissal where the employer ends a role because the work has genuinely diminished or disappeared — for example due to restructuring, a site closure or reduced demand. Crucially, it is the role that is made redundant, not the person, and across Europe employers must follow a defined procedure: establishing a genuine business case, selecting fairly among affected employees, consulting properly, and paying the correct notice and redundancy compensation. When any of these steps is skipped or misused — for instance, to remove a particular employee under the cover of ‘restructuring’ — the redundancy may be unfair or unlawful. Whether you have just been told your role is at risk, have been selected for redundancy, or suspect the process is a pretext, a specialist can review whether it was handled lawfully and whether you have been paid correctly.
Why employees get short-changed
Redundancies are often decided properly but
executed with shortcuts that cost you money
A flawed selection process, a skipped consultation or a miscalculated payment can all turn a legitimate redundancy into a legal claim.
Unfair selection or hidden motive
Sometimes ‘redundancy’ is used to remove a specific person while the role quietly continues under another title. If the selection criteria were not applied fairly or transparently, the dismissal may be open to challenge.
Skipped consultation
Most European countries require meaningful consultation before redundancies are confirmed, especially in collective situations. Where the employer fails to consult properly, the process — and the resulting dismissals — can be defective.
Underpaid redundancy compensation
Statutory redundancy pay, contractual enhancements and unused holiday all need to be calculated correctly. Mistakes are common, and many employees accept a lower figure than they are legally entitled to.
What you get
A lawyer who verifies the process and your payment, end to end
We only match you with employment lawyers who handle redundancy and restructuring cases regularly in your country.
Process review
Your lawyer checks whether there was a genuine redundancy situation, whether selection criteria were applied fairly and whether consultation was carried out as your country’s law requires.
Compensation calculation
You get a precise calculation of your statutory and contractual entitlements — redundancy pay, notice, holiday and benefits — so you know whether the employer’s offer is correct.
Settlement review
If you are offered a settlement or enhanced package, your lawyer reviews the terms before you sign, checks the figures against your true entitlements and negotiates improvements where justified.
Challenge and representation
Where the process was unfair or the payment short, your lawyer advises on the strength of a claim and represents you in negotiation or before the relevant tribunal.
Coverage
Redundancy lawyers across Europe
Redundancy rules — including consultation duties, selection standards and statutory compensation — are set nationally and differ widely across Europe. The right lawyer is one who applies your specific country’s rules. We match cases across the following countries and beyond:
Frequently asked
Redundancy — common questions
What makes a redundancy genuine?
A redundancy is genuine where the requirement for the particular role has genuinely ceased or diminished, for example through restructuring, closure or reduced demand. It must relate to the role, not the individual — using redundancy to remove a specific person is likely to be unlawful.
How should employees be selected for redundancy?
Employers must typically apply fair, objective and transparent selection criteria and avoid discriminatory factors. Where selection is arbitrary, biased or not applied consistently, the redundancy may be challenged. The exact requirements vary by country.
Do I have a right to consultation?
Yes, in most European countries employers must consult with affected employees — and, in collective situations, with employee representatives — before making redundancies. A failure to consult properly can make the resulting dismissals defective.
How much redundancy pay am I entitled to?
Entitlements depend on your country’s statutory rules, your length of service and any contractual or collective enhancements. Statutory redundancy pay is often calculated from your age, salary and years of service, but a lawyer can compute your exact figure.
Can I challenge my redundancy?
You can challenge a redundancy where the reason was not genuine, the selection was unfair, consultation was skipped, or compensation was miscalculated. Deadlines to bring a claim are short in most countries, so you should seek advice as soon as you are told you are at risk.
What should I do if I’m offered a settlement?
Review it carefully and seek legal advice before signing. A settlement often waives your right to claim, so you need to confirm the compensation reflects your full entitlement and that the terms do not disadvantage you. A lawyer can negotiate improvements where justified.
Free case review
Verify the process and your payment before you accept the outcome
Tell us about your redundancy and we’ll connect you with an employment lawyer who handles these cases in your country every day — free of charge, with no obligation to hire.