A solicitor has explained how to protect yourself as the economy heads towards recessionNeil Shaw Assistant Editor (Money and Lifestyle)10:45, 27 May 2026A lawyer has explained your legal rights if your employer announces redundancies, as experts say 250,000 people will lose their jobs in the UK this year. The latest Item Club report predicts the UK economy will flatline in the second and third quarters taking the country 'to the brink of a technical recession in the middle of this year'.‌The independent forecasting group said the UK’s jobless rate will peak at 5.8% by the middle of 2027, with almost 250,000 more people without a job. The International Monetary Fund (IMF) said the UK is facing the biggest downgrade to growth among the G7 group of countries.‌It comes after 2025 was the worst year for redundancy warnings in the UK since 2020, according to Freedom of Information data obtained from the Insolvency Service by the Liquidation Centre. According to Beswicks Legal solicitors, employers face significant legal obligations when making redundancies, and failing to follow the correct procedures can expose businesses to claims of unfair dismissal or discrimination.‌Laura Franklin, Employment Partner at Beswicks, said: “One of the biggest misconceptions employees have is that redundancy means an employer can simply terminate employment immediately without following a formal process. In reality, employers still have clear legal responsibilities around consultation, notice periods, and fair selection procedures.“Consultation remains one of the most important legal requirements during redundancies, particularly where multiple roles are affected.‌“Employees should have the opportunity to understand why redundancies are being proposed, how decisions are being made, and whether there are alternatives available. Consultation should be meaningful rather than treated as a box-ticking exercise, and employers who fail to engage properly can face legal challenges later.”Notice periods and redundancy pay confusionAccording to Laura, confusion around notice entitlements and redundancy pay is another common issue during large-scale layoffs. She said: “Employees are still entitled to receive their contractual or statutory notice period unless there are exceptional circumstances. We also regularly see disputes around redundancy calculations, particularly involving commission, bonuses, or length of service.“Selection criteria can also become a source of legal risk if employers fail to apply processes fairly and consistently.‌“Redundancy should never be used as a cover for performance concerns, discrimination, or workplace disputes. Employers need objective and transparent criteria when selecting roles at risk, otherwise they may face allegations of unfair redundancy or discriminatory treatment.“Increased media attention surrounding redundancies may also make employees more aware of their rights, leading to greater scrutiny of employer conduct throughout the process.‌“With redundancies becoming more visible in the media, employees are increasingly informed about the protections available to them. Businesses that fail to follow fair procedures not only risk legal claims, but can also face reputational damage internally and externally.”Advice for employees facing redundancyLaura advises employees to:Review their employment contract carefully to understand notice and redundancy entitlements.Ask for clarity on how redundancy decisions and selection criteria have been applied.Keep written records of meetings, communications, and consultation discussions.Seek legal advice early if they believe the process has been unfair or discriminatory.Get independent legal advice if they are offered a settlement agreement.Article continues belowShe said: “Redundancy situations are understandably stressful, but employees should remember that legal protections do exist. Understanding those rights early can help individuals make informed decisions and challenge unfair treatment where necessary.”