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Employment Rights Act 1996: Primary legislation establishing redundancy rights framework, including definition of redundancy, requirements for redundancy pay, and consultation obligations

Equality Act 2010: Legislation ensuring non-discriminatory redundancy selection process and protecting against unfair selection based on protected characteristics (age, gender, disability, etc.)

Trade Union and Labour Relations (Consolidation) Act 1992: Governs collective consultation requirements, particularly when 20+ employees are being made redundant within 90 days, including minimum consultation periods

TUPE Regulations 2006: Transfer of Undertakings regulations protecting employment rights when redundancy is due to business transfer or service provision change

Collective Redundancies and TUPE Amendment Regulations 2014: Updated regulations regarding collective consultation requirements and transfer of undertakings protection

Notice Period Requirements: Statutory minimum notice periods based on length of service that must be provided to employees being made redundant

Statutory Redundancy Pay: Legal requirements for calculating redundancy payments based on age, length of service, and weekly pay

Alternative Employment Obligations: Employer's obligation to consider and offer suitable alternative employment within the organization if available

Appeal Rights: Employee's right to appeal against redundancy decision and the process for handling such appeals

Consultation Process: Requirements for meaningful consultation with employees, including discussion of selection criteria and ways to avoid or minimize redundancies