This guide is maintained as a current resource for September 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Can employees volunteer for redundancy more than once? Detailed UK legal guide explaining voluntary redundancy schemes, repeat applications, employer discretion, legal rights, statutory redundancy rules, and employment tribunal risks under UK employment law.
Voluntary redundancy is a common feature of UK workforce restructuring, particularly during cost-saving exercises, organisational change, or business closures. Employees may be invited to apply for redundancy or may choose to put themselves forward when a scheme is opened.
A frequent question arises where redundancy schemes are repeated over time: whether an employee can volunteer for redundancy more than once during their career with the same employer.
Under UK employment law, there is no statutory limit on how many times an employee can volunteer for redundancy. However, acceptance is always subject to the employer's discretion, scheme rules, and business needs.
What Is Voluntary Redundancy?
Voluntary redundancy occurs when an employer invites employees to apply to leave their role in exchange for a redundancy package, usually including statutory redundancy pay and sometimes an enhanced financial settlement.
Key features include:
- The employee applies or expresses interest in leaving
- The employer decides whether to accept the application
- The job must still be genuinely redundant under legal definition
- It forms part of a broader redundancy situation rather than a resignation
Even though the employee initiates the process, acceptance results in dismissal by reason of redundancy rather than resignation.
Can Employees Volunteer for Redundancy More Than Once?
Yes. An employee can volunteer for redundancy on multiple occasions, provided the employer:
- Opens a voluntary redundancy scheme
- Allows expressions of interest
- Considers the application each time
There is no legal rule preventing repeat applications.
However, each application is assessed independently. Previous participation in voluntary redundancy does not create a right to be accepted in future rounds.
Employers are not required to accept all volunteers and may reject applications where retaining the employee is necessary for operational reasons.
Why Employers May Refuse Repeat Voluntary Redundancy Requests
Even where an employee is willing to leave, employers can lawfully refuse if:
- The employee's skills are essential to remaining operations
- The role is not surplus to requirements
- The employer would face recruitment or operational risk
- Accepting the application would undermine restructuring objectives
This discretion is recognised in redundancy practice guidance, where voluntary redundancy is treated as an option rather than an entitlement.
How Voluntary Redundancy Schemes Typically Work
Voluntary redundancy schemes usually follow a structured process:
1. Scheme announcement
The employer announces restructuring and invites volunteers.
2. Expression of interest
Employees submit applications or indicate willingness to leave.
3. Employer assessment
Applications are reviewed against business needs and selection criteria.
4. Approval or rejection
The employer decides which applications to accept.
5. Formal redundancy process
Accepted employees are dismissed by reason of redundancy, with notice and payment.
Does Voluntary Redundancy Guarantee Payment?
No. Voluntary redundancy is not automatic entitlement to payment.
Payment depends on:
- Statutory redundancy eligibility (usually 2 years' service)
- Terms of the voluntary redundancy scheme
- Whether enhanced payments are offered
- Whether suitable alternative employment is refused
Statutory redundancy pay rules are set under the Employment Rights Act 1996 and depend on age, service, and weekly pay caps.
Reapplying in Future Redundancy Rounds
An employee who has previously accepted or been refused voluntary redundancy may:
- Apply again in a later restructuring
- Be accepted if their role becomes surplus in a new situation
- Be refused if their role remains essential
Each redundancy exercise is treated separately. There is no cumulative right or protection based on prior participation.
Legal Framework Governing Voluntary Redundancy
Voluntary redundancy sits within the broader redundancy framework under:
- Employment Rights Act 1996 (definition of redundancy and entitlement to pay)
- Trade Union and Labour Relations (Consolidation) Act 1992 (collective consultation rules)
- Case law on fair selection and dismissal procedures
- ACAS guidance on redundancy handling and consultation principles
The key legal principle is that redundancy must still be genuine, regardless of whether it is voluntary or compulsory.
Risks and Legal Considerations for Employees
Employees considering repeated voluntary redundancy applications should be aware:
1. No right to acceptance
Applications can be refused without legal breach if based on business need.
2. Selection fairness still applies
Even in voluntary schemes, employers must avoid discrimination under the Equality Act 2010.
3. Impact on future employment within the organisation
Repeated applications may influence workforce planning decisions, but cannot be used as disciplinary grounds.
4. Contractual variation risk
Some schemes include conditions affecting notice, enhanced pay, or re-employment restrictions.
Employer Obligations in Voluntary Redundancy Schemes
Employers must ensure:
- A genuine redundancy situation exists
- Scheme terms are clearly defined
- Selection criteria are fair and transparent
- No unlawful discrimination occurs
- Consultation obligations are met where required
Employers must also avoid pressuring employees to volunteer, as this may undermine fairness and lead to legal disputes.
Can Employers Limit Who Can Volunteer?
Yes. Employers can set eligibility criteria, such as:
- Excluding key roles
- Limiting numbers of volunteers
- Prioritising certain departments
- Applying skill-based selection rules
However, criteria must be objective and non-discriminatory. Blanket exclusion of certain protected groups would likely be unlawful.
Common Questions
Is voluntary redundancy the same as resignation?
No. It is still treated as a dismissal for redundancy purposes, not resignation.
Can an employer force someone to accept voluntary redundancy?
No. The process is voluntary for the employee, but acceptance is controlled by the employer.
Can I apply again if I was refused before?
Yes. Each scheme is separate, and prior refusal does not prevent future applications.
Can voluntary redundancy be withdrawn after acceptance?
This depends on the scheme terms. Some agreements become binding once signed, while others allow limited withdrawal before formal confirmation.
Key Takeaways
Employees can volunteer for redundancy more than once, but there is no legal entitlement to acceptance. Each application is assessed individually based on business needs and scheme criteria. Employers retain full discretion to accept or رفض applications, provided decisions are fair, non-discriminatory, and consistent with redundancy law.
Voluntary redundancy remains part of a wider redundancy framework, meaning it must always be linked to a genuine reduction in workforce requirements rather than treated as a standalone exit route.
