RBS International (RBSI), the offshore banking arm of NatWest Group, has announced plans to cut around 50 roles at its Jersey operation, according to a BBC report published on 13 August 2026. The bank has not publicly confirmed the precise figure, but the cuts are understood to represent a meaningful reduction in its Crown Dependencies workforce.
50
Jobs at risk in Jersey
Jersey is a significant hub for RBSI, which provides banking and financial services to corporate clients, funds and private individuals across the Channel Islands and Isle of Man. The island's financial services sector employs a large proportion of its working population, meaning redundancies at a major institution such as RBSI carry wider implications for the local labour market.
No timeline for the cuts has been reported, and it is not yet clear whether a formal consultation process has begun. Workers affected are likely to have employment contracts governed by Jersey law, which differs from UK employment legislation in several important respects, including the rules around redundancy pay and consultation rights.
RBSI has not commented publicly on the scale of the restructuring or the roles most at risk. The BBC's report is the only source of detail at this stage, and further clarity is expected once any formal employee consultation is under way.
Why this matters if you're facing redundancy
If you work for RBSI in Jersey, it is worth understanding that Jersey employment law is separate from UK law. Your redundancy rights, including minimum notice periods, redundancy pay entitlements and consultation obligations, are governed by the Employment (Jersey) Law 2003, not the Employment Rights Act 1996 that applies in Great Britain. That means the UK rules you may have read about online may not apply to your situation, so it is important to seek advice from a Jersey-based employment adviser or the Jersey Advisory and Conciliation Service (JACS) as soon as possible.
It is also worth asking your employer, in writing, what selection criteria are being used, whether volunteers for redundancy are being sought, and what your contractual redundancy entitlement is on top of any statutory minimum. Even if the formal consultation has not started yet, you have every right to ask questions and to be kept informed. Document all communications, and if you are a member of a union or staff association, engage them now rather than waiting for a formal announcement.
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.
