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    "generated_at": "2026-09-28T09:07:46Z",
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      "© Crown and database right. Derived from content available under the Open Government Licence v3.0 from legislation.gov.uk.",
      "Contains public sector information licensed under the Open Government Licence v3.0."
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  "figure_id": "employment.leave.redundancy_protection_months",
  "name": "Redundancy protection: protected period (months from birth)",
  "unit": "months",
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  "source_type": "si",
  "jurisdiction": "GB",
  "scope_note": "18 months, and it is a period of PRIORITY for suitable alternative employment, not immunity from redundancy: regulation 10 applies only where it is not practicable by reason of redundancy to continue to employ the employee under the existing contract. Two neighbours are separate figures: the protected period of PREGNANCY in regulation 10(1)(a) and (1A), which runs from the employer being told of the pregnancy, and the parallel 18 months for adoption in regulation 10 of the Paternity and Adoption Leave Regulations 2002 and for shared parental leave in the 2014 Regulations — the same instrument inserted all of them, in provisions this record does not cover.",
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        "role": "guidance",
        "citation": "https://www.gov.uk/employee-rights-when-on-leave (\"The right begins when the employee starts their leave and lasts up until 18 months from the date the child is born or adopted. It continues when the employee returns to work\")",
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        "uri": "https://www.legislation.gov.uk/uksi/2024/264/made",
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      },
      {
        "role": "guidance",
        "citation": "https://www.gov.uk/employee-rights-when-on-leave (\"The right begins when the employee starts their leave and lasts up until 18 months from the date the child is born or adopted. It continues when the employee returns to work\")",
        "uri": "https://www.gov.uk/api/content/employee-rights-when-on-leave",
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