Time off to Job Hunt Redundancy

When you’re managing redundancies, it’s easy to focus on the legal process — consultation, selection criteria, and notice periods. But one crucial obligation that employers sometimes overlook is an employee’s legal right to time off to job hunt redundancy situations. If your business is making roles redundant, you may be required by law to give paid time off for interviews or job-seeking activities. At EBS Law, we help employers stay compliant and fair — even when letting people go. Here’s what every UK employer needs to know.

Your Legal Duties Around Time Off to Job Hunt Redundancy

What Does Time Off to Job Hunt Redundancy Law Say?

The Employment Rights Act 1996 gives redundant employees the legal right to take time off to look for new work. Specifically, if an employee has been continuously employed for at least two years and has been given notice of redundancy, they are entitled to take reasonable paid time off to job hunt redundancy opportunities. This includes attending interviews, job fairs, training, or employment agency appointments. It’s a right — not a courtesy — and failure to comply can result in legal claims for unpaid wages.

When Does the Right to Time Off Apply?

This statutory right applies once the employee has been formally given notice of redundancy. The two key conditions are:

The employee must have at least two years of continuous service by the date their notice period ends
The employee must be under formal notice of redundancy (not just at risk)

It’s important to note that the entitlement applies during the notice period — not before. Employers should clearly communicate when notice starts and explain how to request time off to job hunt redundancy hours.

How Much Time Off to Job Hunt Must Be Paid?

The law requires employers to pay up to 40% of a week’s pay for job hunting time off. That typically equates to two paid days off if the employee works a standard five-day week. While you may choose to offer more as a goodwill gesture or part of your redundancy policy, the legal minimum is capped. Importantly, any additional unpaid leave for job seeking should still be handled fairly and with flexibility.

Managing Requests for Time Off to Job Hunt Redundancy

Employers should create a clear internal process for employees to request time off to job hunt redundancy hours. Best practice includes:

Requiring reasonable notice from the employee for planned absences
Being flexible with interviews that arise at short notice
Documenting any time off granted — paid or unpaid

While you’re entitled to request evidence of interviews or appointments, this should be applied proportionately and sensitively. Avoid excessive formality, which could lead to employee disengagement or claims of unfair treatment.

Common Employer Mistakes Around Time Off to Job Hunt Redundancy

Even well-meaning employers can get this wrong. Here are some of the most frequent mistakes we see:

Denying the request because it disrupts business operations
Only offering unpaid time off when the employee qualifies for paid time
Refusing time off because the employee has already found a job
Applying different rules to different staff (discrimination risk)

If an employee brings a claim to a tribunal for being denied statutory time off to job hunt redundancy, you may be ordered to pay compensation equal to the missed entitlement. In some cases, this could also form part of a wider unfair dismissal claim — especially if the overall redundancy process was poorly handled.

Best Practices for Employers During Redundancy

Redundancy is a difficult process for everyone involved. At EBS Law, we advise treating all departing staff with dignity and transparency — even when you’re making difficult decisions. Here’s how to handle the process well:

Give clear written confirmation of redundancy notice and the right to job hunt time off
Offer support, such as references, job-seeking resources, or outplacement services
Apply selection criteria and consultation processes consistently across your team
Keep records of time off granted and any disputes or refusals

Employees are more likely to accept redundancy outcomes if they feel treated fairly. Failing to allow time off to job hunt redundancy opportunities is one of the fastest ways to damage trust and risk legal exposure.

If you would like free advice, John Bloor and the team are here to help. Call John today on 01625 874400 or email enquiries@ebslaw.co.uk for tailored support.

What If You Want to Offer More Than the Legal Minimum?

While the statutory requirement is only two paid days, many employers choose to go further. Offering more generous time off to job hunt redundancy terms can be a small gesture that makes a big difference to morale. You may wish to:

Offer paid time beyond two days for senior or long-serving employees
Allow half-days or flexible scheduling for interviews
Provide letters of recommendation or contacts in your network

These steps can help reduce stress for employees and position your company as a fair and responsible employer — something that matters to the rest of your workforce, as well as future hires.

How EBS Law Can Help

At EBS Law, we regularly support employers through every stage of redundancy — including proper handling of time off to job hunt redundancy rights. We’ll help you understand your obligations, draft appropriate letters and policies, and manage the legal risks. Whether you’re making one employee redundant or conducting a large-scale restructure, our team is here to protect your business. We offer fixed-fee advice so you can plan with confidence — no unexpected costs, just clear answers from legal professionals who speak your language.

Contact John Bloor today for expert support at EBS Law. We’re here to ensure your business stays protected every step of the way. Call 01625 874400 or email enquiries@ebslaw.co.uk.

Time off to Job Hunt Redundancy: What UK Employers Need to Know