B&M redundancies

Employer
B&M
Location
Carmarthen, Wales; UK-wide
Announced
6 August 2026
Sector
Retail

B&M is closing two UK stores this month as part of a broad overhaul of its retail estate, which also includes relocations, expansions and ongoing investment in existing shops. The first closure affects the Hall Street store in Carmarthen, Wales, which will shut permanently on 15 August 2026. A replacement, larger branch is due to open at Parc Pensarn Retail Park just one week later, suggesting the move is primarily a relocation rather than a straightforward withdrawal from the area.

2

Stores closing in August 2026

The closures form part of a wider strategic review of B&M's UK footprint. The retailer has been actively reshaping its store portfolio, balancing closures of older or underperforming sites with investment in newer, larger formats that better reflect its current trading model. The pattern is common among value retailers seeking to modernise their estates while managing property costs.

No specific figure for staff affected has been confirmed publicly. Where closures accompany nearby openings, some employees may be offered transfers, though this is not guaranteed and will depend on individual circumstances, contract terms and the distance between sites. Workers at any closing store should seek clarity from their employer as early as possible about what options are available to them.

Why this matters if you're facing redundancy

If you work at one of the closing B&M stores, the most important thing to establish right now is whether your employer is treating this as a redundancy situation or as a relocation with a suitable alternative role on offer. If you are offered a position at a new store and decline it, your right to a statutory redundancy payment could be affected, particularly if the role is deemed "suitable." Distance, hours, pay and contract terms all matter when assessing whether an alternative offer is genuinely suitable for you personally.

Even where a closure is paired with a nearby opening, staff are not automatically protected from redundancy. Ask your employer directly: Will I be formally at risk? What is the timeline for consultation? Am I entitled to a redundancy payment if I cannot take the new role? If your workplace has 20 or more employees facing redundancy at the same establishment, your employer is legally required to carry out collective consultation. Keeping a record of all communications from your employer during this period is strongly advisable.


What this means if you're affected

If you work for B&M and your role is at risk, you have statutory rights under UK employment law. Your employer must follow a fair process before making anyone redundant.

Consultation: You're entitled to meaningful consultation before redundancy takes effect. This means at least one meeting where you're told your role is at risk and given the chance to respond. For larger redundancies (20+ roles), the consultation period is typically 30–45 days.

Settlement agreements: If your employer offers a settlement agreement (previously called a compromise agreement), you must receive independent legal advice before signing. Your employer should contribute toward legal fees. Don't sign under pressure — these agreements are designed to prevent future claims, which gives you leverage to negotiate.

Redundancy pay: If you qualify (generally two+ years' service), you're entitled to statutory redundancy pay based on your age, service length, and weekly pay. The statutory figure is often well below market for tech roles — many employers offer enhanced packages, especially if the process is rushed or selection is disputed.

Timeline: Most redundancy processes take 2–3 months from announcement to final dismissal, though this varies. Use this time to understand your entitlements, get legal advice, and negotiate if offered a settlement.

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Affected by the B&M cuts?

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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.

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