H&M redundancies 2026: your rights

Fashion retailer H&M is allegedly planning significant job cuts at its UK head office, according to a report by Retail Gazette. The cuts are said to affect hundreds of employees, though the exact number and timeline have not been officially confirmed by the company.

100+

Employees reportedly affected

The reported redundancies would represent a substantial reduction in H&M's UK corporate workforce. Head office roles typically span functions such as buying, merchandising, marketing, finance, and HR, meaning the potential cuts could affect a wide range of professional disciplines.

H&M has been navigating a challenging retail environment marked by shifting consumer habits, cost pressures, and increased competition from fast fashion rivals. Like many large retailers, the business has been reviewing its operating model and cost base. It is not yet clear whether a formal consultation process has begun or whether affected employees have been notified.

Retail Gazette, which broke the story as an exclusive, notes the plans are alleged at this stage. Workers and union representatives will be watching closely for any official announcement from H&M's UK leadership team.

Why this matters if you're facing redundancy

If you work at H&M's UK head office and this story concerns you, the most important first question is whether a formal collective consultation process has started. Under UK law, if 100 or more redundancies are proposed at one establishment within 90 days, the employer must consult employee representatives for at least 45 days before any dismissals take effect. If fewer than 100 but 20 or more roles are at risk, a minimum 30-day consultation period applies. Knowing which threshold applies to your situation affects how long you have and what your employer is legally required to do.

It is also worth asking your employer, in writing, for clarity on the selection criteria being used, what the redundancy pay calculation will be, and whether any suitable alternative roles exist within the business. Keep records of all communications. If you are a union member, contact your rep now. If you are not, Citizens Advice or ACAS can provide free guidance. Redundancy pay, notice periods, and consultation rights are all areas where employees sometimes receive less than they are entitled to, so knowing your numbers before any final decision is made puts you in a stronger position.

What this means if you're affected

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.

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If you work for H&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.

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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