UK glass manufacturer Clayton Glass has entered administration, resulting in redundancies across the business. This guide sets out the facts of the announcement and explains the legal rights of affected employees under the law of England and Wales.
What has been announced
- On 22 September 2026, Clayton Glass entered administration, leading to job losses across the company.
- Reports confirm that 290 workers have been made redundant as a result of the administration process.
About the company
Clayton Glass is a UK glass manufacturer operating in the manufacturing sector.
The business was established in 1956.
What happens next
When a company enters administration and makes immediate redundancies, administrators handle staff communications and formal dismissal notices.
Under UK employment law, when an employer proposes to make 100 or more redundancies at one establishment, a minimum 45-day collective consultation period is legally required. Where between 20 and 99 redundancies are proposed, the consultation period is at least 30 days.
If immediate redundancies occur without the required collective consultation, affected employees may be eligible to pursue a protective award through an employment tribunal.
Employees with at least two years of continuous service are entitled to statutory redundancy pay, which is calculated based on age, weekly pay capped at statutory limits, and length of service.
Because the company is in administration, claims for statutory redundancy pay, accrued holiday pay, and pay in lieu of notice are typically processed through the government Insolvency Service.
Voluntary or compulsory redundancy
In standard restructuring situations, employers may offer voluntary redundancy before enforcing compulsory job losses.
Because Clayton Glass has entered administration and 290 jobs have been cut, these job losses have taken the form of compulsory redundancies ordered by administrators rather than voluntary schemes.
Your settlement agreement
In some redundancy situations, employers offer settlement agreements to agree termination terms in exchange for waiving future claims.
Settlement agreements require independent legal advice to become legally binding.
In administration scenarios, settlement agreements are rare because funds are managed by administrators, and claims for outstanding wages, notice pay, and redundancy pay usually proceed through the statutory insolvency claims system.
Common questions
How many redundancies have been made at Clayton Glass?
Reports state that 290 workers were made redundant following the company entering administration on 22 September 2026.
Am I entitled to statutory redundancy pay?
Employees with at least two years of continuous service qualify for statutory redundancy pay. The amount depends on your age, length of service, and weekly earnings, subject to statutory caps.
How do I claim money owed if Clayton Glass is in administration?
When an employer enters administration, staff can claim statutory redundancy pay, holiday pay, and notice pay through the government Insolvency Service using a reference number provided by the appointed administrators.
What is a protective award?
If an employer fails to carry out statutory collective consultation (which requires at least 45 days for 100 or more redundancies, or 30 days for 20 to 99 redundancies), an employment tribunal can award up to 90 days of gross pay per affected employee.
How Deen & Co helps
Deen & Co Solicitors advises employees on redundancy rights, protective award claims following administration, and statutory entitlements under England and Wales employment law.
Read more about settlement agreement advice or work out your statutory redundancy pay.
If your role is in London, our settlement agreement solicitors London can review the package before you sign.
Sources
- Glass firm plunges into administration as 290 jobs cut - in business since 1956 - AOL.co.uk — AOL.co.uk (22 September 2026)
- Job losses as Clayton Glass enters administration - BBC — BBC (22 September 2026)
Last updated 24 September 2026. This page summarises publicly reported information and is general guidance, not legal advice on your own situation.
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