Decathlon redundancies

Employer
Decathlon
Roles affected
Number not disclosed
Figure basis
So Glos report via Retail Gazette, 18 Aug 2026 - no headcount figure given
Location
Cheltenham, Gloucestershire, England
Announced
17 August 2026
Sector
Retail

Decathlon is closing its flagship store in Cheltenham, Gloucestershire, on 29 August 2026, ending five years of trading at the site. The closure was first reported by local news outlet So Glos and picked up by trade publication Drapers on 17 August 2026.

5

Years the Cheltenham store traded before closure

The French sports retailer has described the move as part of an ongoing effort to "rightsize" its store fleet, suggesting the Cheltenham closure is not an isolated decision but part of a broader review of its UK retail footprint. No specific financial reasons for this location's closure have been given publicly.

The number of employees affected has not been disclosed. Workers at the Cheltenham store face an uncertain period as the closure date approaches, and it is not yet clear whether the company is offering redeployment to other sites or entering into a formal redundancy consultation process.

Why this matters if you're facing redundancy

If you work at the Cheltenham Decathlon store, the first thing worth establishing is whether the company has formally opened a collective redundancy consultation. If 20 or more redundancies are proposed at a single site, your employer is legally required to consult with employee representatives for a minimum period before any dismissals take effect. Given the closure date is 29 August 2026, the timeline is tight, so finding out where that process stands is urgent.

It is also worth asking whether Decathlon is offering redeployment to other stores as part of its "rightsizing" programme. If alternative roles exist and you are not offered them, that could be relevant to any redundancy claim. Make sure you understand what redundancy pay you may be entitled to, whether statutory or any enhanced scheme the company offers, and check whether your contract contains any additional protections. Speaking to your trade union representative, if you have one, or an employment adviser at ACAS would be a sensible early step.


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