Flutter Entertainment Redundancies: Employee Rights and Guidance

What has been announced

• On 20 October 2026, Flutter Entertainment announced proposals to reduce its UK workforce by a reported 1,400 jobs.
• The company stated that the planned job cuts are in response to UK government tax increases on online casino and sports betting.
• Specific locations and sites affected by the redundancy proposals have not yet been stated.

About the company

Flutter Entertainment is a major gambling and betting company operating in the UK and internationally.

The business is the parent company of household betting and gaming brands including Paddy Power, Betfair, and SkyBet.

What happens next

Under England and Wales employment law, employers planning 100 or more redundancies must carry out collective consultation lasting at least 45 days before any dismissals take effect. By comparison, proposals involving 20 to 99 redundancies require at least 30 days.

During collective consultation, management must consult with appointed employee representatives or recognised trade union officials to explore ways of avoiding dismissals, reducing numbers, and mitigating the consequences.

Employees placed at risk will also attend individual consultation meetings to discuss selection criteria, scoring, and potential alternative roles within the business.

Employees with two or more years of continuous service who are made redundant are entitled to statutory redundancy pay, calculated on the basis of age, length of service, and weekly pay up to the statutory cap.

Voluntary or compulsory redundancy

Flutter Entertainment may seek volunteers for redundancy before initiating compulsory dismissals.

Voluntary redundancy packages may include enhanced severance pay above the statutory minimum, though employers retain the discretion to accept or decline individual applications.

If compulsory redundancies are required, the employer must apply fair, objective, and non-discriminatory selection criteria to determine which roles are eliminated.

Your settlement agreement

Employers frequently offer settlement agreements when running redundancy exercises, particularly where voluntary redundancy or enhanced financial terms are agreed.

A settlement agreement is a legally binding contract under which you agree not to pursue employment tribunal claims in exchange for a redundancy settlement payment or other benefits.

Under the laws of England and Wales, a settlement agreement is only legally valid if you receive advice from a qualified independent legal adviser, and employers typically provide a financial contribution towards these legal fees.

Common questions

How Deen & Co helps

Deen & Co Solicitors advises UK employees affected by redundancy exercises and reorganisations. We provide independent legal advice on settlement agreements, explain statutory redundancy pay rights, and assist you in negotiating fair terms during redundancy procedures.

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.