Breyer Holdings, a UK construction and property services firm with roughly 70 years of trading history, has entered administration, placing 285 jobs at risk. The company, which operated across planned and responsive maintenance, refurbishment, and roofing services, is the latest construction business to succumb to the financial pressures facing the sector.
Administrators have been appointed to manage the process, with the immediate priority being to assess whether any part of the business can be sold as a going concern or whether an orderly wind-down is required. Until that process concludes, the status of affected employees remains uncertain.
Breyer Holdings joins a growing list of UK construction firms that have collapsed in recent years, with the sector continuing to face headwinds from rising material costs, labour shortages, tight contract margins, and a slowdown in public and private sector spending on maintenance and refurbishment programmes.
Workers affected by the administration are likely to face redundancy if a buyer cannot be found for the business or its contracts. Employees in this situation may be entitled to statutory redundancy pay, notice pay, and arrears of wages through the government's Redundancy Payments Service if the company cannot meet those obligations itself.
Why this matters if you're facing redundancy
If you work for Breyer Holdings, the most important thing to understand right now is that administration does not automatically mean your job ends today. Administrators may keep parts of the business running while they look for a buyer, which means some roles could continue temporarily or transfer to a new employer under TUPE regulations. Ask the administrators directly what the current plan is for your site or contract, and whether your role is expected to continue in the short term.
If redundancy is confirmed, and the company cannot pay what it owes you, you can make a claim through the Redundancy Payments Service, which is backed by the government. This can cover statutory redundancy pay, unpaid notice pay, holiday pay, and limited arrears of wages. Keep records of your employment dates, pay, and any communications you receive, as these will be essential when making a claim. Speaking to your union representative or an employment adviser sooner rather than later will help you understand exactly what you are owed.
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.
