Time off to look for work during redundancy notice (UK)

When automation or an AI rollout removes jobs, the people affected often work out a notice period while they look for something new. The law gives many of them a right to reasonable time off during that notice to attend interviews or arrange training, with some pay for it. It is one of the least known redundancy rights, and absence systems seldom have a place for it, so requests can be refused by default or recorded as unpaid leave or holiday. This page sets out the rules in Great Britain. It is for employees and for employers.

The short answer: an employee who has been given notice of dismissal for redundancy, and who will have at least two years' continuous employment by the end of the notice, is entitled to reasonable time off during working hours to look for new work or to arrange training for future work (Employment Rights Act 1996, s52). The time off is paid at the employee's hourly rate, but the employer's liability for the whole notice period is capped at 40% of a week's pay (s53).

Who qualifies

The right applies to an employee who has been given notice of dismissal by reason of redundancy (s52(1)). The employee must have been continuously employed for two years or more on the later of the date the notice is due to expire and the date it would expire if the employer had given the minimum statutory notice (s52(2)). Using the later date matters: an employer cannot defeat the right by giving short notice just before the two year point. An HR tool that checks service on the date notice is given, rather than at the end of the notice, may wrongly refuse.

What the time off is for and how much

The time off is to look for new employment or to make arrangements for training for future employment, and it must be taken before the notice ends (s52(1)). The section does not set a number of hours. The employee is entitled to be permitted reasonable time off during working hours, which means any time the contract requires them to be at work (s52(3)). Attending an interview, a recruitment assessment or a meeting with a training provider are typical uses.

Pay and the 40% cap

The time off is paid at the appropriate hourly rate: one week's pay divided by the normal weekly working hours under the contract in force on the day notice was given. Where hours vary, the divisor is the average normal weekly hours over the 12 complete weeks before notice was given (s53(1) to (3)). However, the employer's liability under the section for the whole notice period cannot exceed 40% of a week's pay (s53(5)). For someone on a five day week, that is about two days' pay in total, however long the notice. An employer may of course pay more under the contract or a redundancy agreement, and contractual pay for the same time counts towards the statutory amount (s53(6) and (7)).

If the employer refuses

If the employer unreasonably refuses the time off, the employee is still entitled to the pay they would have received had it been allowed (s53(4)). The employee can complain to an employment tribunal, which will make a declaration and order the amount due, subject to the same 40% cap (s54). Where the matter arose on or after 1 October 2026, the time limit is six months, up from three, under the Employment Rights Act 2025, with early conciliation through Acas first.

Practical steps

• Employers: when redundancy notices go out, tell affected staff about this right and add a paid "job search or training" absence type. Check service against the end of the notice, not the notice date. Keep this time out of performance and attendance metrics during the notice period. An employer can offer more than the statutory minimum as part of a redundancy package.
• Employees: ask in writing for time off for interviews or training, giving dates, and keep a record of any refusal. For the payment you get when the job ends, see redundancy pay; for how people were chosen, see redundancy selection; for how long your notice must be, see statutory notice periods.

These sections extend to England, Wales and Scotland. This page is general information on the law in Great Britain as at 1 November 2026, not legal advice.