How Do I Explain Redundancy in a UK Job Interview?

Key facts

The specifics, before the explanation.

• Statutory redundancy pay applies after 2 years' service: half a week's pay per year under 22, one week per year aged 22 to 40, 1.5 weeks per year over 41, capped at 20 years
• A genuine redundancy is about the role ceasing to exist or reduced need for work of that kind, which is why the explanation should focus on the business, not your performance
• UK vacancies fell to around 691,000 in 2026, and redundancy notices have been common across retail, tech and professional services
• Employers cannot legally ask your previous employer why you left without your consent; references in the UK are commonly factual and confirm dates and title
• A gap of a few months after redundancy is normal; it is the explanation of how you used it that interviewers listen to

What this actually means

The structure that works is context, scale, next. "The company closed the Manchester office in March and 40 roles went, including mine. I used the time to finish a data analytics certificate and started interviewing in June." Three sentences, no drama, and the interviewer has everything they need. Resist the urge to add detail about how it was handled or how you felt about it.

What interviewers are actually assessing is whether you have processed it. Candidates who are still angry tend to reveal it in the second or third question, usually by criticising former managers. Candidates who are embarrassed tend to under-explain, which reads as if they are hiding a performance issue. Neither is fatal, but both make the interviewer do extra work to trust you, and in a 200-applicant market they will not.

If you were one of several people made redundant, say so; it removes any suggestion of selection. If you were the only one, state the business reason clearly, for example that your function was outsourced or merged. If you suspect it was not a genuine redundancy, that is a conversation for Acas or an employment solicitor, not an interview.

Record yourself answering "why did you leave your last job" and listen back. The words are rarely the problem; the pace, the pauses and the tone are. Most people need three or four takes before the answer sounds like something that happened to a lot of people in 2026 rather than a personal failing.

What to actually do

Rules and figures move. Confirm anything time-sensitive with the official regulator before you rely on it.

• Write a three-sentence redundancy explanation using context, scale and what you did next, and keep it under 30 seconds
• Never criticise the former employer or its leadership, even if the interviewer invites you to
• Have one concrete thing you did with the gap, such as a course, contract work or volunteering, ready to mention
• Rehearse the answer out loud and record it; listen for bitterness or hesitation and redo it until both are gone
• Update your LinkedIn with an end date and an "open to work" status so the story matches what the employer sees online

Frequently asked questions

Should I mention redundancy on my CV?

No need to label it. Give accurate end dates and address it in the cover letter or interview if asked.

What if I was made redundant twice in two years?

Explain each one briefly with the business reason. Two restructures in sectors that have been shrinking is believable in 2026 and employers will understand if you present it plainly.

Will a new employer contact my old one about the redundancy?

They may ask for a reference, which in most UK companies confirms dates and job title only. They should not receive performance commentary unless you agree to a fuller reference.

Sources

Referenced for this guide:

• GOV.UK: Redundancy, your rights
• Acas: Your rights during redundancy