The University of Sussex has announced plans to cut approximately 200 roles as part of an effort to save £35m annually, followed by consultations regarding further redundancies. If your role is affected, understanding your workplace rights, collective consultation rules, and settlement agreements under England and Wales employment law is essential.
What has been announced
- On 27 May 2026, the University of Sussex announced proposals to cut around 200 jobs in Brighton to achieve £35m in annual savings.
- On 29 May 2026, it was reported that the university opened consultations regarding further redundancies across its workforce in Brighton and Sussex.
About the company
The University of Sussex is a higher education institution based in Brighton and Sussex.
The university is currently pursuing an organisational savings programme designed to reduce annual spending by £35m.
What happens next
When an employer proposes 100 or more redundancies at one establishment, law in England and Wales requires a collective consultation period of at least 45 days before notices of dismissal take effect.
If between 20 and 99 redundancies are proposed, the minimum collective consultation period is 30 days.
During collective consultation, management must discuss proposals with trade union representatives or elected staff representatives to consider ways of avoiding or reducing job losses.
Employers must also conduct individual consultations with affected staff members to discuss selection scoring, alternatives to dismissal, and suitable alternative employment.
Employees who have completed at least two years of continuous service are entitled to statutory redundancy pay, calculated based on age, weekly earnings subject to the statutory cap, and completed years of service.
Voluntary or compulsory redundancy
Universities often invite applications for voluntary redundancy to reduce numbers before initiating compulsory dismissals.
Voluntary redundancy terms are agreed between the employee and the employer, sometimes offering enhanced compensation compared to statutory redundancy pay.
Staff are not required to apply for voluntary redundancy, and employers are not required to accept every application.
If voluntary redundancy numbers do not meet targets, the employer may proceed with compulsory redundancies using an objective selection process.
Your settlement agreement
Employees leaving through voluntary redundancy or an agreed departure are often asked to sign a settlement agreement.
A settlement agreement is a legally binding document in which the employee agrees not to pursue employment claims against the organisation, usually in return for an agreed financial package.
Under the laws of England and Wales, a settlement agreement is valid only if the employee has received independent legal advice on its terms and effect on their ability to pursue statutory claims.
Employers routinely pay a set contribution towards the employee's independent legal fees for reviewing the agreement.
Common questions
How many jobs is the University of Sussex planning to cut?
The university has announced plans to cut around 200 jobs as part of a £35m annual savings drive, with reports indicating consultations on further redundancies.
How long should the redundancy consultation take?
Under UK law, employers proposing 100 or more redundancies must consult for at least 45 days before dismissals happen. If the number is between 20 and 99, the minimum period is 30 days.
What redundancy pay am I entitled to?
Staff with at least two years of continuous service qualify for statutory redundancy pay based on age, length of service, and weekly pay up to the statutory limit. Some contracts may also provide for enhanced contractual redundancy pay.
Do I have to take independent legal advice on a settlement agreement?
Yes. A settlement agreement cannot be legally enforced unless you receive advice from an independent legal adviser, such as an employment solicitor, before signing.
How Deen & Co helps
Deen & Co Solicitors advises employees through redundancy consultations and settlement agreements, ensuring your rights are protected and helping you negotiate fair terms.
Read more about settlement agreement advice or work out your statutory redundancy pay.
Sources
- University of Sussex consults on further redundancies - HR Magazine — HR Magazine (29 May 2026)
- University of Sussex aims to cut 200 jobs in £35m annual savings drive - BBC — BBC (27 May 2026)
Last updated 9 September 2026. This page summarises publicly reported information and is general guidance, not legal advice on your own situation.
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