Essential guide for sports organisations navigating redundancies in the UK

With these recent reports of redundancies by sporting organisations, the article discusses what a typical redundancy process is likely to involve and its impact on affected employees in sport using a football Club as an example.

Earlier this summer, it was reported that Manchester United (“Club”) announced proposals for a Club-wide redundancy programme that could see up to 250 people lose their roles^[1]. The proposals were announced following the completion of a cost review by the Club’s new minority shareholder INEOS - one the world’s largest chemical companies with a substantial sports group – ahead of the 2024/25 season.  Various reasons have been touted for the decision – including a requirement to comply with new financial regulations, excessive year-on-year cost increases and the need for the Club to be more lean and agile to succeed on and off the pitch.

A month ago, it was reported that the Rugby Football Union was set to make more than 40 members of staff redundant as a result of organisational restructuring^[2].

With these recent reports of redundancies by sporting organisations, the article discusses what a typical redundancy process is likely to involve and its impact on affected employees in sport using the Club as an example.

This article explores:

• How common are redundancies of this scale?
• Can sporting organisations make redundances when being profitable?
• What’s next?
  • Voluntary Redundancies
  • Collective Consultation
  • Individual Consultation
• The Outcome
• Practical tips for sports organisations