Ferguson Marine, the state-owned shipyard on the River Clyde, has announced plans to cut approximately 70 jobs, representing around a quarter of its workforce of 283. The redundancies will be handled through a voluntary process, meaning the yard is first seeking willing leavers before considering any compulsory action.
70
Jobs at risk (out of 283 staff)
The yard, which sits in Port Glasgow, has been in public ownership since the Scottish Government took it over in 2019 following the collapse of its previous private operator. It has faced prolonged scrutiny over delays and cost overruns on a pair of CalMac ferry contracts, and the workforce reduction appears to reflect an effort to right-size the business following the completion or winding down of major work packages.
With 70 roles at risk from a headcount of 283, the scale of the cut brings it squarely within the 20-to-99 collective consultation threshold under UK employment law, meaning the yard is legally required to consult with employee representatives for a minimum of 30 days before any redundancies take effect.
Why this matters if you're facing redundancy
If you work at Ferguson Marine and are considering the voluntary redundancy offer, it is worth pausing before putting your hand up. Voluntary schemes can feel attractive in the moment, but it is important to understand exactly what is being offered -- your statutory redundancy pay, any enhanced payment the yard is offering on top, and what happens to your pension and notice entitlements. Ask for everything in writing before you sign anything, and take time to compare what you would receive against your prospects of staying on.
Because this falls within the 20-to-99 collective consultation rules, a minimum 30-day consultation period must run before any redundancies are confirmed. That window exists for a reason -- it gives employee representatives the right to be properly informed about why the cuts are happening, how roles were selected, and whether alternatives were genuinely considered. If you are a union member, make sure your rep is actively engaged. If you are not in a union, now is a good time to seek independent advice from ACAS, which offers free guidance to workers in exactly this situation.
Because 20 or more roles are affected, your employer should be running a collective consultation lasting at least 30 days before any dismissal takes effect. These thresholds apply per establishment, so the exact position depends on how the cuts are spread across sites.
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.
