Usually, the process starts with your employer explaining the proposed redundancy and holding meaningful consultation, including discussing alternatives and your selection criteria. Selection should be fair and not discriminatory, and collective consultation rules may apply if 20 or more employees are affected. If redundancy goes ahead, you should normally receive written notice, any owed holiday pay and wages, and potentially statutory or enhanced redundancy pay; statutory pay usually requires at least two years’ continuous service, subject to exceptions. Check the calculations and ask about an appeal, then use GOV.UK or Acas guidance, or speak to an employment solicitor regulated by the SRA if you think the process was unfair.