Luno redundancies 2026: your rights

Luno, the London-headquartered crypto exchange, confirmed on 28 July 2026 that it is cutting approximately 20% of its global workforce. Chief executive James Lanigan said investments in automation over the past year had reduced the number of people needed to run the business.

20%

of global workforce being cut

The company is restructuring into three core platform units built around a single technology base, combining its consumer trading product with a business-to-business offering that lets institutional partners white-label Luno's trading, custody and compliance infrastructure. Luno will also exit a number of non-core markets before 1 September 2026 as part of the changes.

No breakdown of affected roles by location has been published. Luno's headquarters and a significant share of its compliance, product and engineering staff are based in London, meaning UK-based employees are likely to be among those affected, though the company has not confirmed UK-specific numbers.

This is Luno's second major round of job cuts in under four years. The exchange, then owned by Digital Currency Group, cut 35% of its staff in January 2023 amid a broader crypto market downturn.

Why this matters if you're facing redundancy

If you work at Luno's London office, the lack of a published UK headcount breakdown does not change your rights. Employers proposing 20 or more redundancies at one establishment within 90 days must collectively consult with staff or their representatives before any dismissals take effect, and failure to do so can result in a protective award of up to 180 days' pay per employee under the 2026 rules. Ask HR directly whether your role is affected, whether collective consultation has begun, and what the timeline is before 1 September.

If you are made redundant, check whether you have at least two years' continuous service, which qualifies you for statutory redundancy pay, and review your contract for any enhanced scheme Luno may offer on top of the statutory minimum. Free, confidential guidance is available from ACAS (0300 123 1100) if you are unsure of your entitlements or whether a fair process is being followed.

What this means if you're affected

If you work for Luno 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.

Luno redundancies

Why this matters if you're facing redundancy

What this means if you're affected

Affected by the Luno cuts?

Understand your rights

Affected by the Luno cuts?