BP has announced plans to cut approximately 700 roles from its non-frontline workforce, according to an internal memo seen by Reuters. The move is part of a broader effort to refocus the business, though the company has not yet publicly detailed which specific functions or geographies will be most affected.
The cuts target non-frontline staff, suggesting the reductions are concentrated in corporate, administrative, or support functions rather than operational or field-based roles. BP employs tens of thousands of people globally, with a significant UK presence centred on its London headquarters and other domestic sites.
This latest round of job losses comes as BP, like many of its peers in the energy sector, continues to navigate pressure on costs, shifting energy demand, and ongoing strategic reviews. The company has made several rounds of restructuring in recent years as it works to reposition itself in a changing market.
Full details of the redundancy process, including timelines, selection criteria, and any consultation arrangements, have not yet been made public. Affected employees are likely to be notified through formal internal channels as the process develops.
Why this matters if you're facing redundancy
If you work in a non-frontline role at BP and are concerned about your position, the first thing worth understanding is whether a formal collective consultation process has been triggered. Under UK law, if 20 or more redundancies are proposed at one establishment within 90 days, employers must consult with employee representatives for a minimum period before any dismissals take effect. With 700 roles at stake, that threshold is almost certainly met, which means BP is legally required to follow that process carefully.
It is also worth asking how your role has been identified for potential redundancy, what the selection pool looks like, and whether any suitable alternative roles are available within the organisation. You have the right to see the selection criteria used, to appeal a redundancy decision, and to receive a statutory redundancy payment if you have at least two years of continuous service. Speaking to your trade union representative or an independent employment adviser at an early stage can help you understand your options before any final decisions are made.
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.
