This guide is maintained as a current resource for July 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.
How to request the reasons for a redundancy decision in the UK, including legal rights, employer obligations, selection criteria disclosure, consultation requirements, and steps to challenge unfair redundancy decisions.
A redundancy decision must be based on a genuine business need and carried out through a fair process. In England and Wales, employees have the right to understand why they were selected for redundancy, particularly where consultation, selection scoring, or redeployment decisions have taken place.
While employers are not always required to provide a detailed narrative automatically, they are expected to explain the reasons for redundancy in a way that is transparent, verifiable, and capable of being challenged. This is reinforced by statutory protections under the Employment Rights Act 1996 and procedural standards set out in Acas guidance.
Requesting the reasons for redundancy is a key step in assessing fairness, identifying potential unfair dismissal, and preparing for internal appeals or employment tribunal claims.
1. The Legal Basis for Requesting Redundancy Reasons
Employees who are dismissed, including through redundancy, are entitled to receive a written statement of the reasons for dismissal if they have two years' continuous service. This is commonly referred to as a “written statement of reasons”.
Even where this statutory right does not apply, employers are still expected to provide clear reasons as part of a fair redundancy consultation process.
Guidance confirms that redundancy must be based on:
- Business closure, relocation, or reduced need for work
- Objective selection criteria where roles are pooled
- A transparent process that can be explained and reviewed
Where selection has occurred, employees are typically entitled to understand:
- Why their role was placed at risk
- How selection criteria were applied
- Why they were selected over others in the pool
2. What “Reasons for Redundancy” Should Include
A lawful redundancy explanation generally covers two distinct elements:
(1) Business rationale
This should explain the underlying reason for redundancy, such as:
- Restructuring or reorganisation
- Reduced workload or funding
- Closure of a department or function
- Outsourcing or automation of work
The explanation should be specific enough to show that redundancy is genuine rather than a disguised performance or conduct dismissal.
(2) Selection rationale
If multiple employees are affected, employers should also explain:
- How the selection pool was defined
- What criteria were used (e.g. skills, performance, attendance)
- How scoring was applied and evidenced
- Why the individual was selected
Selection must be fair, objective, and non-discriminatory.
3. How to Formally Request the Reasons
Step 1: Request information in writing
A written request creates a clear record. It can be sent by email or letter to HR or the line manager conducting the process.
The request should ask for:
- Written reasons for the redundancy decision
- Business justification for the restructure
- Selection criteria and scoring methodology
- Copy of any assessment or scoring documents
- Details of alternative roles considered
Step 2: Refer to the consultation process
If consultation is ongoing, the request can be made during meetings or follow-up correspondence. Employers are expected to provide relevant information to enable meaningful consultation.
Acas guidance confirms that employees should be told how selection is being carried out and why certain roles are affected.
Step 3: Request supporting documentation
In many cases, the key evidence is not the explanation itself but the underlying data, including:
- Selection matrix or scoring sheets
- Organisational charts before and after restructure
- Job descriptions used in comparison
- Business case or restructure proposal
4. Timing of the Request
A request for reasons can be made at different stages:
During consultation
This is the most effective stage, as the process is still open and employers are expected to engage.
After selection but before dismissal
Employees can still request clarification and challenge scoring or selection outcomes.
After dismissal
The request remains relevant for:
- Appeals
- Early conciliation through Acas
- Employment tribunal claims
Strict tribunal time limits generally require claims to be brought within three months less one day of dismissal.
5. Employer Obligations and Common Gaps
Employers are expected to provide sufficient detail to demonstrate fairness. However, issues often arise where:
- Reasons are overly general or vague
- Selection scoring is not disclosed
- The business rationale is not explained beyond high-level statements
- Consultation appears pre-determined
Where explanations are insufficient, tribunals may infer procedural unfairness, particularly if documentation does not support the employer's stated reason.
6. Discriminatory or Unfair Reasons
Certain factors must not form part of redundancy decisions. Selection based on protected characteristics or statutory rights may make a dismissal automatically unfair.
Prohibited factors include:
- Pregnancy or maternity-related reasons
- Disability, sex, race, religion, or other protected characteristics
- Trade union membership or activity
- Part-time or fixed-term status
- Exercising statutory rights such as parental leave or whistleblowing
Where discrimination is suspected, the burden shifts to the employer to justify the decision with objective evidence.
7. What to Do if Reasons Are Not Provided
If an employer refuses or fails to provide reasons, several options exist:
- Escalate the request internally through HR or grievance procedures
- Request appeal of the redundancy decision
- Seek disclosure through pre-claim Acas Early Conciliation
- Pursue an employment tribunal claim for unfair dismissal
Failure to provide adequate reasons may support arguments that the redundancy process was not transparent or fair.
8. Common Questions
Do employers have to give detailed reasons automatically?
Not always in full detail, but they must provide sufficient information for consultation and fairness. Written reasons are mandatory for employees with two years' service after dismissal.
Can I request scoring sheets?
Yes. Where selection criteria are used, employees commonly request scoring matrices as part of assessing fairness.
Can the employer refuse to explain selection decisions?
They may limit disclosure in certain circumstances, but must still provide enough information to demonstrate a fair and non-discriminatory process.
Key Takeaways
Requesting the reasons for a redundancy decision is a central step in assessing whether the process has been fair and legally compliant. Employers must provide a clear business justification and, where applicable, explain how selection decisions were made using objective criteria. Employees can request this information during consultation, after selection, or following dismissal, and it often forms the basis of appeals and tribunal claims where fairness is disputed.
