Around 1,400 workers at Birkdale are facing the prospect of redundancy after their employer announced plans that could lead to a full closure of the site.
1,400
Jobs at risk at Birkdale ---
The scale of the potential losses has prompted an urgent response from the trade union representing staff, who are now calling on members and the wider public to support a campaign against the closure.
The union has stopped short of confirming that a formal redundancy process has begun, but the threat alone puts a significant number of Merseyside livelihoods at risk.
At 1,400 roles, this would rank among the larger redundancy events seen in the North West in recent years — a scale that has already drawn the attention of local politicians and community groups, who are watching closely as the situation unfolds.
For now, key details remain unclear: no timeline has been set, no consultation period has been outlined, and it's not known whether any alternative proposals have been put to management.
Workers are being encouraged to stay in close contact with their union representatives as the picture develops.
Why this matters if you're facing redundancy
If you work at Birkdale or know someone who does, the most important thing right now is to make sure you are connected to your union. When a site closure is proposed affecting 100 or more employees at a single establishment, the employer is legally required to begin a collective consultation period of at least 45 days before any dismissals take effect. That window is not just a formality -- it is your opportunity to ask hard questions about whether the closure decision is final, what redundancy pay you are entitled to, and whether any alternative arrangements such as redeployment or a buyer for the business have been properly explored.
It is also worth checking your contract and any company redundancy policy, as some employers offer enhanced terms above the statutory minimum. Statutory redundancy pay is based on your age, length of service, and weekly pay (capped at a set weekly limit), but enhanced schemes can make a significant difference. Your union rep can help you understand what applies in your case, and Citizens Advice or ACAS can offer free, independent guidance if you need a second opinion.
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.
Check what you're owed →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.
