Bernard Matthews Foods has confirmed that its Shaftesbury Street factory in Derby will close by the end of 2026. The announcement marks a significant blow to workers at the site, though the company has not yet disclosed how many jobs will be lost as a result of the closure.
The Derby site is one of the food manufacturer's production facilities in England. Bernard Matthews is best known for its turkey and poultry products, and has been a longstanding name in the UK food industry. The company has not provided detail on whether any roles will be relocated or whether a redundancy consultation process has begun.
No figure for the number of workers affected has been confirmed at this stage. Those employed at the Shaftesbury Street site will be watching closely for updates on the formal consultation process, which employers are legally required to carry out when proposing collective redundancies.
Why this matters if you're facing redundancy
If you work at the Shaftesbury Street factory, the most important thing to understand right now is that a closure announcement is not the same as an immediate dismissal. Your employer must carry out a consultation process before any redundancies take effect, and if 20 or more roles are at risk at the site, that consultation must last at least 30 days, or 45 days if 100 or more roles are proposed. Ask your employer or union representative when the formal consultation period starts and what the timeline looks like through to the planned end-of-2026 closure date.
It is also worth asking what redundancy pay you may be entitled to. Statutory redundancy pay is based on your age, weekly pay, and length of service, but your contract or a collective agreement may offer more. If your employer has not told you your employment status or what the next steps are, you have every right to ask in writing. Keep records of all communications from this point forward, and consider reaching out to your trade union, ACAS, or the local citizens advice bureau for independent guidance.
Because 100 or more roles are affected, your employer should be running a collective consultation lasting at least 45 days before any dismissal takes effect. These thresholds apply per establishment, so the exact position depends on how the cuts are spread across sites.
FairEnough is not a law firm and does not provide legal advice. Always seek independent legal advice before signing any documents. Information shown is for general guidance based on UK statutory entitlements.
