While the government’s furlough scheme has undoubtedly cushioned the impact of coronavirus under lockdown on many businesses and their employees, the scheme is now being wound down, and will come to an end in October.

Many employees will be concerned that, at the end of the furlough period, their jobs may be at risk.

It is important to note that employees have many rights in the event of redundancy.

During the coronavirus pandemic, employees have the same rights, including the right to redundancy pay, as before.

A person has redundancy rights if they are legally classed as an employee, and have worked continuously for their employer for a period of two years.

Redundancy pay is calculated based on age and length of service.

Whilst a statutory minimum applies, particular employment contracts can allow for increased entitlement.

If you are an employee with two years’ service and are aged 22 or under, your employer must pay you half a week’s pay for each full year worked.

Between the ages of 22 and 41, you are entitled to one week’s pay for each full year worked, and, from age 41, your employer must pay one and a half week’s pay for each full year worked.

Up to £30,000 of redundancy pay is tax free, although the maximum period of employment for which you will be compensated is 20 years.

Statutory redundancy pay is capped at £538 per week and accordingly, the maximum statutory redundancy pay you might receive, based on 20 years’ service, is £16,140.

If you consider that you have been unfairly selected for redundancy, or that your employer has failed to make payment of redundancy pay due to you, you are entitled to make an application to the Employment Tribunal within six months of the termination of your employment.

A redundancy pay calculator can be found at gov.uk/calculate-your-redundancy-pay.