{"id":904,"date":"2022-01-12T11:33:07","date_gmt":"2022-01-12T11:33:07","guid":{"rendered":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/?p=904"},"modified":"2026-03-21T16:12:48","modified_gmt":"2026-03-21T16:12:48","slug":"limited-entitlement-to-redundancy-pay","status":"publish","type":"post","link":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/limited-entitlement-to-redundancy-pay\/","title":{"rendered":"Laid Off or Short Time Working"},"content":{"rendered":"\n<p><strong>[Updated 19\/03\/26]<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-color\" style=\"color:#1358c5\">Placed on Short Time Working or Laid Off<\/h3>\n\n\n\n<p>Normally, short time working or being laid off is only lawful if there is a term to that effect in: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>your contract of employment or<\/li>\n\n\n\n<li>a national agreement which applies to your employment or<\/li>\n\n\n\n<li>a local agreement between your employer and a trade union.<\/li>\n<\/ul>\n\n\n\n<p>An employee may be entitled to redundancy pay if he\/she is laid off without pay or placed on short time which means working for less than half his\/her normal hours<strong>. <\/strong><\/p>\n\n\n\n<p>Entitlement to redundancy pay depends on whether:<\/p>\n\n\n\n<p>i) he\/she has a right to be paid under his\/her contract and depends on the employer providing work to do under that contract;<\/p>\n\n\n\n<p>ii) the lay off or short-time working:<\/p>\n\n\n\n<p>iv) the employee complies with the notice and counter notification procedure set out in the Employment Rights Act 1996.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>4 or more weeks in a row<\/li>\n\n\n\n<li>6 or more weeks in a 13 week period, where no more than 3 are in a row<\/li>\n<\/ul>\n\n\n\n<p>They must give you written notice in advance that they want to make a claim.<\/p>\n\n\n\n<p>You do not have to pay if they\u2019ll return to normal working hours within 4 weeks.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Working for another Employer while on Short-Time or Laid Off<\/strong><\/h4>\n\n\n\n<p>Unless there is a term in your contract which states you can not work for another individual\/organisation while laid off or on short time working, you are normally permitted to work for someone else <strong><em>provided<\/em><\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>you have obtained your employer&#8217;s agreement to do this;<\/li>\n\n\n\n<li>you will be available to return to your job when the short-time working or lay off finishes;<\/li>\n\n\n\n<li>you will not carry out work for a competitor to your employer.<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Eligibility for Redundancy Pay<\/strong><\/h4>\n\n\n\n<p>If you will not be paid during the lay off or short time working, you may be eligible to claim redundancy pay but that is conditional on the following:<\/p>\n\n\n\n<p>i) Short time working means that due to a reduction in the available work, you receive less than half of your week&#8217;s pay;<\/p>\n\n\n\n<p>ii) Laid off means that your right to be paid depends on your employer providing work of a type for which you are employed to earn that pay.<\/p>\n\n\n\n<p>The conditions to claim redundancy pay in those circumstances are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The employee <strong>must notify his normal employer <\/strong>that he intends to claim redundancy pay because of the lay off or short time working within the required time periods;<\/li>\n\n\n\n<li>The length of the lay off or short time working is for a minimum period as stated in the Act: <br>&#8211; 4 or more weeks in a row or <br>&#8211; 6 or more weeks in a 13 week period, where no more than 3 are in a row.<\/li>\n\n\n\n<li>They must give you written notice in advance that they want to make a claim.<\/li>\n\n\n\n<li>An employer doe not have to pay if the  staff will return to normal working hours within 4 weeks (see sections 148 to 152 of the <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/1996\/18\/part\/XI\/chapter\/III\/crossheading\/layoff-and-shorttime\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Rights Act 1996<\/a>);<\/li>\n\n\n\n<li>Note that an employer may give a counter notice &#8211; that he will contest any liability to pay the employee.<\/li>\n<\/ul>\n\n\n\n<p>It may be necessary for the employee to apply to an Employment Tribunal to clear the way to make a claim for redundancy pay.<\/p>\n\n\n\n<p>The employee will also need to resign but <strong>it is wise to check that the employer will not be paying you for the weeks of missing short pay or weeks of no pay<\/strong>.<\/p>\n\n\n\n<p><span style=\"background-color:#ffffcc\" class=\"background-color\">T<\/span><span style=\"color:#000000\" class=\"color\"><span style=\"background-color:#ffffcc\" class=\"background-color\">IP &#8211; <\/span><\/span><span style=\"background-color:#ffffcc\" class=\"background-color\"><span style=\"color:#000000\" class=\"color\">the aim of these statutory requirements sections is to prevent an employer from placing an employee on contractual terms that allow a lay off or short time working to contin<\/span>ue for an indefinite period.  This is relevant particularly to employees such as piece time worker<\/span>s.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>[Updated 19\/03\/26] Placed on Short Time Working or Laid Off Normally, short time working or being laid off is only lawful if there is a term to that effect in: An employee may be entitled to redundancy pay if he\/she is laid off without pay or placed on short time which means working for less [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"wds_primary_category":71,"footnotes":""},"categories":[71],"tags":[72,73],"class_list":["post-904","post","type-post","status-publish","format-standard","hentry","category-short-time-working-or-laid-off","tag-lay-off","tag-short-time-working"],"jetpack_featured_media_url":"","post_mailing_queue_ids":[],"_links":{"self":[{"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/posts\/904","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/comments?post=904"}],"version-history":[{"count":18,"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/posts\/904\/revisions"}],"predecessor-version":[{"id":2232,"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/posts\/904\/revisions\/2232"}],"wp:attachment":[{"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/media?parent=904"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/categories?post=904"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr-management-dimensions.co.uk\/HRMDmn\/key-hr-facts\/wp-json\/wp\/v2\/tags?post=904"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}