Jaguar Land Rover Redundancies: What UK Employees Need to Know

What has been announced

• Jaguar Land Rover announced on 7 September 2026 that it plans to cut 4,000 jobs over the next two years.
• The restructuring is linked to international headwinds, including US tariffs, Chinese competition, and the transition to electric vehicles.
• UK head office operations are expected to bear the brunt of the job cuts.
• Key company sites mentioned in connection with operations include Gaydon, Whitley, Solihull, and Halewood.
• Alongside the broader redundancy plans, voluntary redundancies are being offered to staff.

About the company

Jaguar Land Rover is Britain's biggest carmaker, operating in the automotive sector.

The company employs around 39,000 people across the UK.

Its major UK facilities include operations at Solihull, Halewood, Gaydon, and Whitley.

What happens next

Because the proposed reductions exceed 100 employees, the company must follow statutory collective consultation rules under England and Wales law.

Collective consultation must begin at least 45 days before any dismissals take effect. Where between 20 and 99 redundancies are proposed at an establishment, the minimum period is 30 days.

During this period, management must consult with recognized trade union representatives or elected employee representatives to explore ways of avoiding dismissals, reducing numbers, and mitigating consequences.

Individual employees placed at risk will also be invited to consultation meetings to discuss their specific roles.

Employees with at least two years of continuous service are entitled to statutory redundancy pay, calculated based on age, service length, and statutory weekly pay limits.

Voluntary or compulsory redundancy

Jaguar Land Rover is offering voluntary redundancies alongside the wider planned workforce reductions.

Voluntary redundancy allows employees to apply to leave on agreed terms, though the employer retains the right to accept or decline applications based on business needs.

If voluntary redundancy numbers do not meet targets, compulsory redundancies may follow using defined selection pools and objective criteria.

Staff leaving under voluntary terms are typically provided with a formal severance package, often documented through a settlement agreement.

Your settlement agreement

If you are offered voluntary redundancy or an enhanced severance package, you will likely be asked to sign a settlement agreement.

A settlement agreement is a legally binding document in which you waive your rights to bring employment claims in exchange for agreed financial compensation.

For the agreement to be legally valid under England and Wales law, you must receive advice on its terms and effects from an independent legal adviser, such as an employment solicitor.

Employers commonly make a contribution toward the cost of obtaining this independent legal advice.

Common questions

How Deen & Co helps

Deen & Co Solicitors advises UK employees facing redundancy or considering severance terms. Our employment solicitors provide independent advice on settlement agreements, review redundancy selection procedures, and ensure you understand your statutory rights and financial entitlements throughout the process.

Read more about settlement agreement advice or work out your statutory redundancy pay.