#uk

Gentact - UK layoff started last week people are maked as redundent and put into garden leave for a months. one of my friend has impacted and now looking for some legat options to handle it.

The Communication Workers Union (CWU), through its United Tech and Allied Workers (UTAW) section, has now commenced the formal statutory process under UK employment law to secure workplace access at Dell UK, following its earlier voluntary request.

The process will now follow the relevant legal procedures, including involvement from the Central Arbitration Committee (CAC) where required.

Stage Deadline
CWU statutory request received 30 October 2026
Dell must formally respond 20 November 2026
If Dell rejects or partially accepts Further 25 working days to negotiate, starting from its response
If no agreement is reached CWU can apply to the Central Arbitration Committee (CAC).

Secure CWU/UTAW Members’ Channel

The CWU’s UTAW section has established a secure, private communication channel to help members communicate, share information and organise collectively.

An email containing the invitation link has been sent to CWU/UTAW members. We recommend joining the channel using a pseudonym and avoiding personally identifiable information.

Security measures are in place to restrict unauthorised access, including attempts by Dell leadership, HR representatives or individuals seeking to disrupt or undermine legitimate trade union organising. These safeguards are intended to protect members’ privacy and provide a confidential environment for open discussion. As with any online platform, absolute confidentiality cannot be guaranteed.

Please use personal devices and accounts, rather than Dell equipment, for union-related communications, and conduct organising activities outside working hours.

Anyone wishing to become involved is encouraged to join the CWU through its UTAW section and participate in the channel.

Why Join the CWU/UTAW?

Importantly, the CWU has already secured positive outcomes for individual members at Dell.

It is worth emphasising that Dell does not need to recognise a trade union for collective bargaining for employees to benefit from union membership.

Under UK law, employees have the right to join a trade union and are protected against unlawful treatment because of their membership or protected union activities. Employees also have statutory rights to be accompanied by an eligible trade union representative at certain formal disciplinary and grievance hearings.

CWU/UTAW membership can provide advice, support and representation on matters including:

• Sales Compensation Plans (SCPs): Changes to commission structures, quotas, targets and payment arrangements, including requests for transparency around how compensation is calculated.
• Performance Improvement Plans (PIPs): Advice and representation where employees face formal performance management procedures.
• Pay and progression: Concerns about pay freezes, lack of salary increases and career development opportunities.
• Promotions and fairness: Concerns about transparency, consistency and perceived favouritism in promotion decisions.
• Workplace grievances: Support with formal complaints, employment disputes and concerns about management decisions.

Union Recognition Is Not the Only Objective

Dell UK now has unionised employees, regardless of whether Dell formally recognises the CWU for collective bargaining.

This is an important distinction. Union membership and statutory union recognition are two separate matters. Dell employees who have joined the CWU are already union members, with the associated legal protections and access to union support.

While formal recognition remains an important longer-term goal, it is not a prerequisite for employees to benefit from union membership today.

Individual representation, access to employment advice and the ability to challenge decisions through established procedures can already make a meaningful difference.

We encourage Dell UK employees who have concerns about their employment conditions, compensation or career progression to consider joining the CWU/UTAW.

Moving Communications to the Private CWU/UTAW Channel

As the statutory process progresses, we will gradually move away from posting updates on this public forum.

Unfortunately, discussions here frequently become dominated by unconstructive comments and repeated speculation that Dell will simply offshore UK jobs in response to union activity.

People are entitled to their opinions, but we are not seeking a wider debate about the merits of trade unions, nor are we particularly interested in engaging with speculative commentary about moving jobs overseas.

Our purpose in posting here has always been straightforward: to communicate factual information directly to Dell UK employees about their legal rights, union membership and the ongoing statutory process.

The private CWU/UTAW channel provides a more appropriate environment for those who genuinely wish to stay informed, ask questions and become involved.

Dell UK employees are already exercising their legal right to union membership and representation. Formal recognition would be a further step, not the beginning of unionisation.

The statutory access process is now underway. Employees do not need to wait for formal recognition to exercise their existing rights or seek support from the CWU/UTAW.
Dell UK workers are now unionised.

The Communication Workers Union (CWU) has formally written to Dell UK requesting voluntary access to UK workplaces, allowing union representatives to engage directly with employees, explain their employment rights, and provide information about trade union membership and representation.

This is a request for workplace access, not an application for formal trade union recognition.

What happens next?

Under the new UK Employment Rights Act 2025 framework, which introduced statutory workplace access rights from 30 October 2026, the following process applies to qualifying statutory requests:

• 15 working days: Dell must respond to a formal statutory access request.
• 25 working days: Where access is not agreed in full, a negotiation period allows the employer and union to seek agreement.
• Compulsory access: If agreement cannot be reached, the union can apply to the Central Arbitration Committee (CAC), which has powers to determine and enforce workplace access arrangements.

Access may include physical visits to Dell offices, digital communications, or a combination of both.

Dell must inform employees of their trade union rights

From 1 January 2027, new legislation will require employers, including Dell UK, to provide workers with written information explaining their right to join a trade union.

This represents an important strengthening of employee awareness and workplace rights.

The wider employment reforms are being implemented in stages throughout 2026 and 2027.

Why is this particularly relevant to Dell UK employees?

The request comes during a period of considerable uncertainty across Dell UK, including:

• Ongoing restructuring and redundancies.
• Office relocations and increased commuting pressures for affected employees.
• Growing dissatisfaction surrounding commission structures and compensation arrangements.
• Uncertainty about the potential impact of artificial intelligence on existing roles and future employment.
• Employee frustration surrounding the implementation of new internal tools and systems, that perhaps have created additional operational challenges.

Against this backdrop, access to independent workplace advice, representation and support is increasingly important.

What does this mean for employees?

Trade union membership is a legal right in the UK. Employees are entitled to join an independent trade union, seek advice and obtain representation where applicable.

Employees do not need their employer’s permission to join a union, and membership does not depend on the union being formally recognised by Dell.

Union membership can provide access to independent advice and representation on matters including redundancy, restructuring, workplace grievances, disciplinary proceedings and employment rights.

In the current climate, we would strongly recommend that Dell UK employees seriously consider joining a trade union.

With continued restructuring, changes to working arrangements and increasing uncertainty about the future of employment, independent representation and access to professional advice may prove increasingly valuable.

Employees should understand their rights, know their options and make informed decisions about their future.

The Bank of England's latest report indicates that artificial intelligence has had a minimal effect on overall UK employment thus far. While AI adoption is not leading to significant layoffs, companies are becoming less likely to hire new staff or replace departing employees. This trend is expected to persist as AI-driven productivity gains continue to grow. Firms anticipate that a portion of these future gains will be realized through maintaining smaller workforces. This subtle shift in hiring practices may go unnoticed if only overall unemployment figures are monitored.

London, England

https://www.resultsense.com/news/2026-11-06-boe-ai-slowing-hiring-not-firing/

Knights Group has completed its acquisition of Moore Barlow, a South East England law firm. This integration has led to redundancies among business services staff. Approximately 150 non-legal roles were eliminated following the deal's finalization. The company has not officially commented on the specific number of affected employees. No lawyer positions were impacted by these changes.

Guildford, United Kingdom

https://www.cityam.com/london-listed-knights-recent-acquisition-results-in-staff-layoffs/

what is the status with these 3 countries?

UK betting companies are expressing strong concern over a recent increase in the Machine Games Duty tax. This tax hike, from 20% to 25%, is expected to have severe consequences for the industry. Operators warn of significant job losses and the closure of many brick-and-mortar establishments. Industry leaders believe this decision will push customers towards the illegal betting market. The Betting and Gaming Council estimates nearly 9,000 jobs could be lost and around 1,000 properties could close.

United Kingdom

https://igamingbrazil.com/en/online-en-2/2026/10/29/betting-sector-criticizes-tax-hikes-and-forecasts-mass-layoffs-in-the-uk/

Announced today that UK MB sales Director is leaving at the end of the week. Was based in Ireland where most of the UK MB team are and she managed the rest of MB who were in India and would travel over there.

She's gone as are 80+ MB and SB staff in India. They were told today and gone today.

MB and SB to merge in the UK and Brian Horsborough to lead it all.

Can you please let me know if this is concerning

Flutter Entertainment is implementing significant job cuts, eliminating up to 1,400 positions within its UK and Ireland operations. This decision stems from a substantial increase in British gaming taxes, which have drastically altered the financial landscape of the regulated betting industry. The company stated that these reductions are necessary to restructure the business and adapt to the new economic realities. These layoffs represent nearly 16% of the workforce in the affected regions. Flutter anticipates that this restructuring will incur costs between $80 million and $90 million in the fourth quarter of 2026.

https://www.reuters.com/business/world-at-work/betting-giant-flutter-cut-up-1400-jobs-2026-10-20/

Anyone in the UK worked out how much their pay has gone up since 2020?

Inflation's been over 32% since April 2020. If your pay hasn't gone up by that much, you've effectively had a pay cut.

And now we're apparently not worrying too much about market rates either.

Great stuff.

Around ten employees, including creative chief Damon Pattison, were laid off at Ricochet. This represents nearly a third of the company's workforce. The decision was reportedly made due to market conditions. A spokesperson confirmed the layoffs but offered no further comment. Ricochet is known for producing the BBC's "The Repair Shop."

Brighton, UK

https://deadline.com/2026/10/ricochet-layoffs-the-repair-shop-skydance-damon-pattison-1237157978/

I’m hearing about layoffs in NetSuite gbu

September 26 - UK Redundancies - 38 within SAP Practice

uk office is toxic
clueless managers
80% of sales team on have had burn out in last year

Just miss Esso France so much man, cannot bear to consider that EPCO might be on the chopping block too

Sad to see our UK colleagues and Brussels colleagues going - sending good luck and a fair wind. Exxon is less without you and deserves what is coming.

Any word from people in the UK?

Anyone else seeing what’s happening in the UK?

Good people are leaving, particularly women, and others seem completely burnt out. Yet we still hear all the usual talk about diversity, inclusion and people being our biggest asset.

Since the leadership change, the culture feels completely different. There seems to be a leadership style being imposed that just doesn’t translate well to the UK market or the way teams here have historically operated.

More pressure, more workload, questionable appointments and everything coming back to the numbers. People can deliver what’s asked of them and still somehow be told they need to improve.

And it’s not just employees noticing the change. Some partners and customers are starting to see the disconnect too, which should be a much bigger concern for the business.

NetApp UK used to have a great reputation and culture. It’s sad watching that disappear.

Just seen there was a celebration of project unity in the UK with Shannon Bell. I am not sure this migration could have been anymore of a sh-t show. I previously spent 30% of my week chasing approvals (that in 4 years I have never not had one approved or declined for my error). I now spend 95% of my week on approvals, but yeah let's celebrate the sh-t show, senior people should lose their jobs for this incompetence.

They will be announced on December of this year.

Similar to SSW, IDT will cut down to 40% of current staff. The focus will be on the US and UK hubs.

90 days to apply for new roles. 2 weeks pay per year for severance.

Does anybody else have more information?

inMusic has ceased operations at the Native Instruments UK office. This closure resulted in the departure of the company's CEO and CTO. The article does not specify the exact location of this office. No further details regarding the impact on other offices or employees were provided. This event marks a significant change for the brand.

London, United Kingdom

https://synthanatomy.com/2026/08/native-instruments-will-acquire-native-instruments-joining-the-portfolio-with-akai-and-moog.html/inmusic-native-instruments-layoffs

With cost being a big focus , do you think we may see redundancies soon?

The game developer Supermassive Games has announced another round of layoffs, impacting up to seventy-five employees. This decision is described as a necessary measure for the company's long-term viability. The studio has undergone similar workforce reductions in previous years. These cuts come as the company continues development on its title Directive 8020. Supermassive Games aims to adapt its team structure to the challenging industry landscape.

Everyone is leaving the UK ASAP as it’s unsustainable.

What will the UK look like in 5 years?

Any news for UK?

I heard the UK lost a lot of staff in Q2 but have any other European countries been affected ? Some Euro colleagues I spoke with said things were on hold due to the BT merger.

Has anyone who was laid off from Citi and received a redundancy/severance package later rejoined the company?

I’m trying to understand whether there is a formal waiting period before someone can be rehired, particularly where the exit package included severance pay, payment in lieu of notice, or other redundancy compensation.

Does the restriction vary depending on whether the person returns as a permanent employee, contractor, or consultant? Also, is the waiting period counted from the last working day, the official termination date, or the end of the PILON period?

Any recent experience from the UK or EMEA would be helpful.

In the All Hands yesterday Niraj confirmed expansion of physical stores to the UK. They're actively seeking out their first location.

He also stated that they are committed to UK, Ireland and Canada with a strengthening market share in those regions.

Obviously there are no guarantees in business but it was a nice rebuke of that "Something Big Brewing" poster on 15th June.

Many from my UK team have been silently let go, and the remaining are looking to jump ship.

Got email saying all UK employees will move under Ansys instead of Synopsys NE. Town hall this week. Fingers crossed!

It seems that there are a lot of people from the UK visiting Westlake this week, but not much chatter about it. Is this related to the impending plans for layoffs?

Could someone please explain why we are laying off talent reservoir and geos in Australia and UK when we are going to need them to help us evaluate new prospects with the horizon challenge when we are struggling to recruit in the US. Is India the solution; he-l no