UK housebuilder Vistry Group has announced job cuts and restructuring measures following a reported financial loss. If your role at Vistry is affected, understanding your rights under England and Wales employment law will help you navigate the redundancy process.
What has been announced
- In September 2026, UK housebuilder Vistry Group announced job cuts and downsizing measures following a reported loss of £661m.
- In November 2026, reports confirmed that Vistry had begun cutting jobs across the business as part of an ongoing restructuring programme.
- The total number of roles affected and the specific office or site locations involved have not been publicly stated in the reports.
About the company
Vistry Group is a major UK housebuilder operating across the construction and residential property sectors.
What happens next
Under England and Wales employment law, employers proposing redundancies must follow formal consultation procedures before making dismissals.
If an employer proposes to dismiss between 20 and 99 employees at one establishment within 90 days, collective consultation must last for at least 30 days before any dismissals take effect.
If 100 or more redundancies are proposed within a 90-day period, the minimum collective consultation period increases to 45 days.
Employers must also conduct individual consultation meetings with affected staff to discuss selection criteria, potential alternatives to redundancy, and suitable alternative employment.
Employees with two or more years of continuous service who are made redundant are entitled to statutory redundancy pay, along with notice pay and any accrued holiday pay.
Voluntary or compulsory redundancy
During restructuring, employers may invite staff to apply for voluntary redundancy before moving to compulsory redundancies.
Voluntary redundancy occurs when an employee puts themselves forward and reaches an agreement with the business to leave.
Compulsory redundancy happens when the employer selects specific roles or individuals for dismissal using non-discriminatory, objective selection criteria.
In both scenarios, qualifying staff retain statutory redundancy rights, though voluntary terms may sometimes include enhanced compensation.
Your settlement agreement
Employers undertaking reorganisations often issue settlement agreements to departing staff to agree severance terms formally.
A settlement agreement is a legally binding contract in which an employee agrees to waive potential employment claims against the employer, usually in exchange for an agreed financial package.
To be legally valid under UK employment law, an employee must receive independent legal advice on the terms and effect of the agreement from a qualified adviser, such as a solicitor.
Employers typically provide a financial contribution towards the employee's legal fees for obtaining this independent advice.
Common questions
What redundancy pay am I entitled to?
If you have at least two years of continuous service, you are entitled to statutory redundancy pay. This is calculated based on your age, weekly gross pay (subject to the statutory cap), and complete years of service, up to a maximum of 20 years. Your contract may also provide for enhanced redundancy pay.
How long must redundancy consultation take?
The minimum consultation period depends on the scale of the proposed redundancies at a single establishment. If between 20 and 99 redundancies are proposed, collective consultation must last at least 30 days. If 100 or more redundancies are proposed, it must last at least 45 days. Individual consultation must also occur.
Do I have to accept a settlement agreement?
No, entering into a settlement agreement is voluntary. If you choose not to sign, the standard redundancy procedure continues, and you retain the right to challenge the fairness of your selection or dismissal.
Why do I need a solicitor for a settlement agreement?
Under England and Wales law, a settlement agreement is not legally binding unless you receive advice on its terms and their impact on your ability to bring legal claims from an independent legal adviser, such as an employment solicitor.
How Deen & Co helps
Deen & Co Solicitors provides practical, independent advice to employees facing redundancy and restructuring. Our employment solicitors can review your redundancy situation, advise on the fairness of the process, negotiate terms, and provide the mandatory independent sign-off required for settlement agreements.
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
- Vistry begins ‘difficult but necessary’ job cuts as it starts restructuring - Housing Today — Housing Today (5 November 2026)
- UK's Vistry starts cutting jobs as part of restructuring - TradingView — TradingView (5 November 2026)
- UK housebuilder Vistry cuts jobs and downsizes following £661m loss - Yahoo Finance UK — Yahoo Finance UK (24 September 2026)
Last updated 5 November 2026. This page summarises publicly reported information and is general guidance, not legal advice on your own situation.
Free consultation · Employer usually pays
Been offered a settlement agreement by Vistry?
Speak to a solicitor today for a free consultation. Don't sign anything until you know what you're entitled to.
Settlement agreement advice · All redundancy programmes · Redundancy pay calculator