Paddy Power redundancies

Employer
Paddy Power
Roles affected
Number not disclosed
Figure basis
Gibraltar Broadcasting Corporation report, 4 Sep 2026. Total figure of 400 jobs at risk stated; UK and Gibraltar breakdown not specified.
Location
UK and Gibraltar
Announced
4 September 2026
Source
consent.google.com

Paddy Power, the betting brand operated by Flutter Entertainment, has announced a restructuring that puts up to 400 jobs at risk. The news was reported by the Gibraltar Broadcasting Corporation on 4 September 2026, with the cuts described as affecting staff across the business, though the precise split between UK-based roles and those based in Gibraltar has not been made clear.

400

Jobs at risk

Gibraltar is home to a significant portion of Paddy Power's operational workforce, particularly in technology, trading and customer services. The lack of clarity over how many of the 400 affected roles sit in Gibraltar compared with locations in the United Kingdom has left workers at both sites uncertain about their position.

Flutter Entertainment, Paddy Power's parent company, has been undergoing a broader strategic review as it consolidates operations across its international portfolio of betting brands. No timeline for the consultation process has been publicly confirmed at this stage, and no company statement detailing the rationale or the affected departments has been released alongside the initial reports.

Affected employees are advised to check whether a formal collective consultation has been triggered at their workplace, as this carries legal obligations for the employer under UK redundancy law, including a minimum notice period before any dismissals can take effect.

Why this matters if you're facing redundancy

If you work for Paddy Power and have heard about these cuts, the most important question to ask right now is whether your employer has formally opened a collective consultation process. If 20 or more redundancies are proposed at a single site within 90 days, your employer is legally required to consult collectively and notify the Government in advance. That process cannot be skipped, and it gives you time and rights you should understand before anything is finalised.

It is also worth asking your employer or HR team directly whether your specific role or department is in scope, and what selection criteria will be used. If you are in a unionised workplace, your union representatives should be included in any collective consultation. Even if you are not in a union, you are entitled to elect employee representatives to take part. Do not wait for clarity to come to you -- asking questions now, and getting answers in writing, puts you in a stronger position whatever the outcome.


Affected by the Paddy Power cuts?

Check what your offer should be worth — free, no signup, about 2 minutes.

Check my offer →

More on Paddy Power

More redundancy news

Related reading

Affected by the Paddy Power cuts?

Check what your offer should be worth — free, no signup, about 2 minutes.

Check my offer →

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.

Check my offer →