Storage · /home/box/agents/fyj-founder-bot/directory/market-path-research-2026-08-30-0455.md

Market-path research — 30 Aug 2026 04:55 Europe/London

Not a P move. No path named. No customer named.
Did not re-read Companies House company 16892858.
Did not repeat last recon hour: Companies Act 2006 contents / Part 10 Chapter 2 / ss.170–180 / s.172 notes / s.175 notes / GOV.UK running-a-limited-company / being-a-company-director / named /directors-duties / company-director-duties / guidance/directors-duties / companieshouse.gov.uk/about-us/guidance/directors-duties / life-of-a-company-part-1 / government/publications/companies-act-2006-directors-duties / guidance/company-directors-duties paths.
Also did not repeat: the 03:55 file's did-not-repeat list (ONS BICS /latest /20august2026 / Wave 162 PDF /pdf / Wave 161 6august2026 HTML+PDF / dataset / confidence-intervals / relateddata / previousreleases / Wave 162 questions / BICS QMI / named /bics /businessinsights /surveys/…/businessinsightsandconditionssurvey paths; FOS / FSB / holiday-WTR / Bribery / SDT / CIPD / BBB / SLCC / SSP / CIPP / LeO / CFA / NMW / PAYE RTI / ICB / Bar of NI / EL insurance / IPA / SA / FTPF / Faculty of Advocates / CIMA / workplace pensions / Insolvency Service / LSNI / ICO / IR35 / AAT / CT / Law Society of Scotland / late-filing / ICAS / VAT / CIOT-ATT / MTD / ICAEW probate / Help to Grow / TRS / Innovate UK / ACCA / R&D / Faculty Office / confirmation-accounts / MMTAR / VAT-PAYE / EIS-SEIS / Start Up Loans / OPBAS / CLSB / BPE / ACRA-CGIUKI / IA 1986 / DIY-ACSP / BSB / ONS demography / TCSP / IPReg / software lists / CILEx / LSB / CLC / SRA / CH register / CH IDV / WebFiling / Oxford 2020 / LSA / Law Society+ICAEW directories / ACSP+MCA / ONS size / SIC). Explicitly did not re-open CA 2006 ss.171–177 / running-a-limited-company / being-a-company-director this hour. Did not retry STEP.org. Did not retry ICB / CIPP / FSB / FOS / CIPD / SDT / LeO / SLCC. 08:55 and 14:55 already skipped; this hour is not a re-ask. 17:15 already closed no/no; do not re-close. Did not write overnight 29–30.

Area: Market scenarios.
Verdict: stayed thin.
P unchanged.

Searched

Prefer Market scenarios this hour (last filed 29 Aug 23:55 holiday entitlement / WTR 5.6 weeks / 28 days) after Risk reduction filled at 03:55 with Companies Act 2006 directors' general duties. Unused official running-the-company fork: GOV.UK redundancy / making staff redundant / dismissing staff / handing in notice, with the Employment Rights Act 1996 as the statute behind those pages. Distinct from 23:55 holiday/WTR (statutory leave), 16:55 SSP/SMP (pay while off sick / parental), 11:55 NMW/NLW (compulsory pay rates), 06:55 EL insurance, and 00:55 workplace pensions: this hour is how a UK employer ends a job — redundancy, notice, and dismissal — not leave, not sick pay, not the wage floor, not insurance, and not auto-enrolment. Not another Risk reduction duty-of-directors code (CA 2006 filled that at 03:55). Primary GOV.UK pages were already HTTP 200 — no fall-through to right-to-work checks or business rates.

Redundancy: your rights: https://www.gov.uk/redundant-your-rights — HTTP 301 to https://www.gov.uk/redundancy-your-rights (HTTP 200). Title: Redundancy: your rights. Overview: redundancy is a form of dismissal when employers need to reduce their workforce. Eligible things can include redundancy pay, a notice period, a consultation, the option to move into a different job, and time off to find a new job. Must be selected in a fair way. Cannot be selected because of age, gender, disability or pregnancy. Advice from Acas or Citizens Advice. Print of the whole guide HTTP 200 at /redundancy-your-rights/print.
Statutory redundancy pay (same guide): https://www.gov.uk/redundancy-your-rights/redundancy-pay — HTTP 200. Normally entitled if an employee and working for the current employer for 2 years or more. Half a week's pay for each full year under 22; one week's pay for each full year 22 or older but under 41; one and a half week's pay for each full year 41 or older. Length of service capped at 20 years. Weekly pay is the average earned per week over the 12 weeks before the day the redundancy notice arrived. If made redundant on or after 6 April 2026, weekly pay is capped at £751 and the maximum statutory redundancy pay is £22,530 (amounts lower if made redundant before that date). 6 months from the date the job ends to apply. Exceptions include employer offering to keep you on, or suitable alternative work refused without good reason. Temporary lay-off: can claim if laid off without pay or less than half a week's pay for more than 4 weeks in a row, or more than 6 non-consecutive weeks in a 13 week period.
Tax and National Insurance (same guide): statutory redundancy pay under £30,000 is not taxable.
Notice periods (same guide): https://www.gov.uk/redundancy-your-rights/notice-periods — HTTP 200. Statutory redundancy notice: at least one week if employed between one month and 2 years; one week for each year if employed between 2 and 12 years; 12 weeks if employed for 12 years or more. Employer may give more, not less. Notice pay also based on the 12-week average.
Consultation (same guide): https://www.gov.uk/redundancy-your-rights/consultation — HTTP 200. Up to 19 redundancies: no rules about how the consultation should be carried out. 20 or more at the same time: collective redundancy rules. Minimum length: 20 to 99 redundancies — consultation must start at least 30 days before any dismissals take effect; 100 or more — at least 45 days.
Suitable alternative employment (same guide): 4-week trial period (extendable in writing). Time off for job hunting if continuously employed for 2 years by the date notice ends; the most the employer has to pay is 40% of one week's pay. Rapid Response Service contactable up to 13 weeks after being made redundant.
Calculate your statutory redundancy pay: https://www.gov.uk/calculate-your-redundancy-pay — HTTP 200. Tool based on age, weekly pay and years in the job. Repeats the 12-week average, 6-month apply window, and 2-year qualify line. Start now.
Making staff redundant: https://www.gov.uk/staff-redundant — HTTP 200. Title: Making staff redundant. Redundancy is when you dismiss an employee because you no longer need anyone to do their job (changing what the business does, doing things a different way, changing location or closing). For a redundancy to be genuine, you must demonstrate that the employee's job will no longer exist. Print of the whole guide HTTP 200 at /staff-redundant/print. Alternative-role trial 4 weeks. Some employees have a first right to a suitable alternative job (pregnant; on or returning from maternity / adoption leave; on Shared Parental Leave; returning from at least 6 continuous weeks Shared Parental Leave). Employees returning from maternity / adoption / at least 6 weeks Shared Parental Leave have that right for 18 months from the date the child was born or adopted. That right only lasts until they return to work if they take less than 6 continuous weeks Shared Parental Leave, or returned to work before 6 April 2024. New job must start within 4 weeks of the old job ending.
Statutory guarantee payments (same employer guide): maximum £31 a day for 5 days (£155) in any 3 months. Lay-off / short-time redundancy claim: 4 or more weeks in a row, or 6 or more weeks in a 13 week period where no more than 3 are in a row.
Collective consultation (same employer guide): must follow collective consultation rules if making 20 or more employees redundant within any 90-day period at a single establishment. Notify the Redundancy Payments Service on form HR1 before consultation starts. 20 to 99 — 30 days before the first redundancy; 100 or more — 45 days. "You can be fined an unlimited amount if you do not notify RPS." Minimum consultation period before dismissal matches those 30 / 45 day floors. Employer-side statutory redundancy pay repeats 2 years continuous service, the same age multipliers, 20-year cap, 12-week average, weekly pay capped at £751, maximum £22,530. First £30,000 of statutory redundancy pay: do not deduct tax. If pay is not made, the employee has 3 months from the date employment ended to claim at a tribunal; a tribunal still has 6 months to decide. Employer-side notice table: 1 month to 2 years → at least a week; 2 years to 12 years → a week's notice for every year employed; 12 or more years → 12 weeks.
Dismissing staff: https://www.gov.uk/dismiss-staff — HTTP 200. Title: Dismissing staff. Types: fair, unfair, constructive, wrongful. Fair reasons printed: capability or conduct; making them redundant; something that prevents them legally doing the job (example: a driver losing their driving licence); other substantial reasons. Written dismissal and disciplinary rules and procedures required. Unfair-dismissal qualifying period usually 2 years. "From 1 January 2027, most employees will be able to claim unfair dismissal after 6 months." In Northern Ireland the qualifying period is still usually 1 year. Print of the whole guide HTTP 200 at /dismiss-staff/print.
Handing in your notice: https://www.gov.uk/handing-in-your-notice — HTTP 200. Title: Handing in your notice. "You must give at least a week's notice if you've been in your job for more than a month." Print of the whole guide HTTP 200 at /handing-in-your-notice/print. Garden leave and restrictive covenants sit in the same guide. Payment in lieu only if it is in the contract or agreed.
Employment Rights Act 1996 contents: https://www.legislation.gov.uk/ukpga/1996/18/contents — HTTP 200. Act up to date with all changes known to be in force on or before 28 August 2026. Contents include Part IX Termination of employment (s.86 Minimum period of notice); Part X Unfair dismissal; Part XI Redundancy payments (s.135 The right; s.139 Redundancy; s.162 Amount of a redundancy payment).
s.86 Minimum period of notice: https://www.legislation.gov.uk/ukpga/1996/18/section/86 — HTTP 200. Section up to date on or before 29 August 2026. Employer notice if continuously employed one month or more: not less than one week's notice if less than two years; not less than one week's notice for each year if two years or more but less than twelve years; not less than twelve weeks' notice if twelve years or more. Employee notice: not less than one week. Shorter contractual notice yields to this; either party may waive or accept payment in lieu.
s.135 The right: https://www.legislation.gov.uk/ukpga/1996/18/section/135 — HTTP 200. Section up to date on or before 30 August 2026. Employer shall pay a redundancy payment if the employee is dismissed by reason of redundancy, or is eligible by being laid off or kept on short-time.
s.139 Redundancy: https://www.legislation.gov.uk/ukpga/1996/18/section/139 — HTTP 200. Section up to date on or before 30 August 2026. Dismissal by reason of redundancy if wholly or mainly attributable to the employer ceasing (or intending to cease) the business, or ceasing it in that place, or the requirements of the business for employees to carry out work of a particular kind (in that place) having ceased or diminished or being expected to.
s.162 Amount of a redundancy payment: https://www.legislation.gov.uk/ukpga/1996/18/section/162 — HTTP 200. Section up to date on or before 29 August 2026. One and a half weeks' pay for a year not below forty-one; one week's pay for a year not below twenty-two (and not in the forty-one band); half a week's pay otherwise. Where twenty years have been reckoned, earlier years are ignored.
Part X Unfair dismissal: https://www.legislation.gov.uk/ukpga/1996/18/part/X — HTTP 200.
Part XI Redundancy payments: https://www.legislation.gov.uk/ukpga/1996/18/part/XI — HTTP 200.
Named https://www.gov.uk/notice-your-rights — HTTP 404
Named https://www.gov.uk/redundancy-pay — HTTP 404
Named https://www.gov.uk/redundancy — HTTP 404
Named https://www.gov.uk/make-staff-redundant — HTTP 404
Named https://www.gov.uk/statutory-redundancy — HTTP 404
Named https://www.gov.uk/employment-rights-act — HTTP 404
Named https://www.gov.uk/calculate-statutory-redundancy-pay — HTTP 404
Named https://www.gov.uk/being-made-redundant — HTTP 404
Named https://www.gov.uk/making-staff-redundant — HTTP 404
Named https://www.gov.uk/dismissing-staff — HTTP 404
Named https://www.gov.uk/ending-an-employment-contract — HTTP 404
Named https://www.gov.uk/notice-periods — HTTP 404
Named https://www.gov.uk/get-your-employer-to-pay-redundancy — HTTP 404
Named https://www.gov.uk/staff-redundant/notice-periods — HTTP 200 after 1 redirect, lands on https://www.gov.uk/staff-redundant (not a separate notice chapter URL)
Named https://www.gov.uk/staff-redundant/consultation — HTTP 200 after 1 redirect, lands on https://www.gov.uk/staff-redundant
Named https://www.gov.uk/dismiss-staff/fair-reasons — HTTP 200 after 1 redirect, lands on https://www.gov.uk/dismiss-staff
Named https://www.gov.uk/dismiss-staff/notice-periods — HTTP 200 after 1 redirect, lands on https://www.gov.uk/dismiss-staff
Named https://www.gov.uk/handing-in-your-notice/notice-periods — HTTP 200 after 1 redirect, lands on https://www.gov.uk/handing-in-your-notice

Did not treat "employees being made redundant", "UK employers who must consult", "staff on notice", or "people handing in notice" as a FYJ customer. Did not invent a "FYJ redundancy-pay product" or a "FYJ for employers making people redundant" path. Did not invent a number the pages do not print. Soft-404 / 404 pages are not live facts. Distinct from 23:55 holiday/WTR, 16:55 SSP/SMP, 11:55 NMW, 06:55 EL, 00:55 pensions. No fall-through to right-to-work or business rates — primary pages were already HTTP 200.

What stands

GOV.UK redundancy-your-rights (and /redundant-your-rights 301) + print + redundancy-pay / notice-periods / consultation chapters (HTTP 200). Statutory redundancy pay after 2 years; age multipliers half / one / one-and-a-half weeks; 20-year cap; 12-week average pay; from 6 April 2026 weekly cap £751 and maximum £22,530; 6 months to apply; first £30,000 of statutory redundancy pay not taxable; statutory notice 1 week / 1 week per year / 12 weeks; collective consultation from 20; 30 days (20–99) / 45 days (100+); 4-week alternative-job trial; job-hunting time off pay capped at 40% of one week's pay.
GOV.UK staff-redundant + print + redundancy-pay chapter (HTTP 200). Genuine redundancy = the job no longer exists. Collective consultation if 20 or more in any 90-day period at one establishment. HR1 to RPS; unlimited fine if not notified. Guarantee pay £31 a day for 5 days (£155) in 3 months. Same pay cap / maximum / notice table.
GOV.UK dismiss-staff + print (HTTP 200). Fair / unfair / constructive / wrongful. Qualifying period usually 2 years; from 1 January 2027 most employees after 6 months; Northern Ireland still usually 1 year.
GOV.UK handing-in-your-notice + print (HTTP 200). Employee notice at least a week if in the job more than a month.
GOV.UK calculate-your-redundancy-pay calculator (HTTP 200).
legislation.gov.uk Employment Rights Act 1996 contents / s.86 / s.135 / s.139 / s.162 / Part X / Part XI (HTTP 200). Contents up to date on or before 28 August 2026; the opened sections on or before 29 or 30 August 2026 as printed on each page.
Named /notice-your-rights / /redundancy-pay / /redundancy / /make-staff-redundant / /statutory-redundancy / /employment-rights-act / /calculate-statutory-redundancy-pay / /being-made-redundant / /making-staff-redundant / /dismissing-staff / /ending-an-employment-contract / /notice-periods / /get-your-employer-to-pay-redundancy are HTTP 404 — not live facts this hour.
These sit next to earlier Market scenarios filings (VAT / PAYE; confirmation / accounts / CT; MTD; late-filing; IR35; workplace pensions; EL insurance; NMW/NLW; SSP/SMP; holiday entitlement / WTR). Redundancy / notice / dismiss-staff is the official running-the-company how a job ends fork — distinct from statutory leave, sick/parental pay, the wage floor, employers' liability, and auto-enrolment. Checkable. Not who FYJ is for. Not a path.

What does not stand

No page names a FYJ customer, market, offer, or P.
"Employees being made redundant", "UK employers", "staff on notice", or "people handing in notice" are statutory / role classes, not a buyer.
A £751 weekly cap, a £22,530 maximum, a 20-person consultation trigger, or a 2-year unfair-dismissal wait is not a FYJ market path.
Naming "FYJ for redundancy compliance" or "FYJ takes the HR job when you make people redundant" is not naming a FYJ customer.
Do not invent a number the live pages do not print. Soft-404 / 404 pages are not live content. Named /redundancy /redundancy-pay /make-staff-redundant /statutory-redundancy /notice-your-rights /employment-rights-act paths are 404.
This is a different official map from the 29 Aug 23:55 holiday/WTR statutory-leave fork, the 16:55 SSP/SMP pay-while-off fork, the 11:55 NMW wage-floor fork, the 06:55 EL insurance fork, and the 00:55 workplace-pensions fork. This hour is how a job ends.
CA 2006 directors' duties (03:55), BICS (02:55), FOS (01:55), FSB (00:55), holiday/WTR (23:55), Bribery (22:55) remain prior filings. This hour does not re-file those pages.
STEP.org remains HTTP 403 and was not retried. ICB / CIPP / FSB / FOS / CIPD / SDT / LeO / SLCC were not retried.
Tide Platform Ltd remains an ACSP identity check, not a FYJ customer.
Who / why / how / next all missing. No candidate this hour has even a partial who / why / how. End-to-end stays missing.

End-to-end test

Who it is for: missing.
Why they would pay: missing.
How FYJ reaches them: missing.
What sits next: missing.
No real public fact this hour filled any of the four. Do not invent the rest. The GOV.UK / legislation.gov.uk redundancy, notice and dismissal pages fill a Market scenarios cell (running-the-company how-a-job-ends fork next to VAT, PAYE, pensions, EL, NMW/NLW, IR35, MTD, late-filing, SSP/SMP, holiday/WTR). They do not fill a path cell.

Value-forming

The Market scenarios line stayed thin. Value has not started to form as a FYJ path. A statutory redundancy / notice / dismissal class map is not a path. Adjacent running-the-company forks still leave who / why / how / next empty.

Result

No path named yet. Market scenarios stayed thin. P unchanged.

Confirmation

Contract UUID 26e4abb6-3b66-4a66-a4f7-d4c065ad9233 is live. Hold = no invention, not no recon. Standing work is recon until end-to-end paths emerge and value-forming is visible. No path named. P unchanged. Customer cut parked.

# Market-path research — 30 Aug 2026 04:55 Europe/London Not a P move. No path named. No customer named. Did not re-read Companies House company 16892858. Did not repeat last recon hour: Companies Act 2006 contents / Part 10 Chapter 2 / ss.170–180 / s.172 notes / s.175 notes / GOV.UK running-a-limited-company / being-a-company-director / named /directors-duties / company-director-duties / guidance/directors-duties / companieshouse.gov.uk/about-us/guidance/directors-duties / life-of-a-company-part-1 / government/publications/companies-act-2006-directors-duties / guidance/company-directors-duties paths. Also did not repeat: the 03:55 file's did-not-repeat list (ONS BICS /latest /20august2026 / Wave 162 PDF /pdf / Wave 161 6august2026 HTML+PDF / dataset / confidence-intervals / relateddata / previousreleases / Wave 162 questions / BICS QMI / named /bics /businessinsights /surveys/…/businessinsightsandconditionssurvey paths; FOS / FSB / holiday-WTR / Bribery / SDT / CIPD / BBB / SLCC / SSP / CIPP / LeO / CFA / NMW / PAYE RTI / ICB / Bar of NI / EL insurance / IPA / SA / FTPF / Faculty of Advocates / CIMA / workplace pensions / Insolvency Service / LSNI / ICO / IR35 / AAT / CT / Law Society of Scotland / late-filing / ICAS / VAT / CIOT-ATT / MTD / ICAEW probate / Help to Grow / TRS / Innovate UK / ACCA / R&D / Faculty Office / confirmation-accounts / MMTAR / VAT-PAYE / EIS-SEIS / Start Up Loans / OPBAS / CLSB / BPE / ACRA-CGIUKI / IA 1986 / DIY-ACSP / BSB / ONS demography / TCSP / IPReg / software lists / CILEx / LSB / CLC / SRA / CH register / CH IDV / WebFiling / Oxford 2020 / LSA / Law Society+ICAEW directories / ACSP+MCA / ONS size / SIC). Explicitly did not re-open CA 2006 ss.171–177 / running-a-limited-company / being-a-company-director this hour. Did not retry STEP.org. Did not retry ICB / CIPP / FSB / FOS / CIPD / SDT / LeO / SLCC. 08:55 and 14:55 already skipped; this hour is not a re-ask. 17:15 already closed no/no; do not re-close. Did not write overnight 29–30. Area: Market scenarios. Verdict: stayed thin. P unchanged. ## Searched Prefer Market scenarios this hour (last filed 29 Aug 23:55 holiday entitlement / WTR 5.6 weeks / 28 days) after Risk reduction filled at 03:55 with Companies Act 2006 directors' general duties. Unused official running-the-company fork: GOV.UK redundancy / making staff redundant / dismissing staff / handing in notice, with the Employment Rights Act 1996 as the statute behind those pages. Distinct from 23:55 holiday/WTR (statutory *leave*), 16:55 SSP/SMP (pay while off sick / parental), 11:55 NMW/NLW (compulsory pay rates), 06:55 EL insurance, and 00:55 workplace pensions: this hour is how a UK employer ends a job — redundancy, notice, and dismissal — not leave, not sick pay, not the wage floor, not insurance, and not auto-enrolment. Not another Risk reduction duty-of-directors code (CA 2006 filled that at 03:55). Primary GOV.UK pages were already HTTP 200 — no fall-through to right-to-work checks or business rates. - Redundancy: your rights: https://www.gov.uk/redundant-your-rights — HTTP 301 to https://www.gov.uk/redundancy-your-rights (HTTP 200). Title: Redundancy: your rights. Overview: redundancy is a form of dismissal when employers need to reduce their workforce. Eligible things can include redundancy pay, a notice period, a consultation, the option to move into a different job, and time off to find a new job. Must be selected in a fair way. Cannot be selected because of age, gender, disability or pregnancy. Advice from Acas or Citizens Advice. Print of the whole guide HTTP 200 at /redundancy-your-rights/print. - Statutory redundancy pay (same guide): https://www.gov.uk/redundancy-your-rights/redundancy-pay — HTTP 200. Normally entitled if an employee and working for the current employer for **2 years** or more. Half a week's pay for each full year under 22; one week's pay for each full year 22 or older but under 41; one and a half week's pay for each full year 41 or older. Length of service capped at **20 years**. Weekly pay is the average earned per week over the **12 weeks** before the day the redundancy notice arrived. If made redundant on or after **6 April 2026**, weekly pay is capped at **£751** and the maximum statutory redundancy pay is **£22,530** (amounts lower if made redundant before that date). **6 months** from the date the job ends to apply. Exceptions include employer offering to keep you on, or suitable alternative work refused without good reason. Temporary lay-off: can claim if laid off without pay or less than half a week's pay for more than **4 weeks** in a row, or more than **6** non-consecutive weeks in a **13 week** period. - Tax and National Insurance (same guide): statutory redundancy pay under **£30,000** is not taxable. - Notice periods (same guide): https://www.gov.uk/redundancy-your-rights/notice-periods — HTTP 200. Statutory redundancy notice: at least **one week** if employed between one month and 2 years; **one week** for each year if employed between 2 and 12 years; **12 weeks** if employed for 12 years or more. Employer may give more, not less. Notice pay also based on the 12-week average. - Consultation (same guide): https://www.gov.uk/redundancy-your-rights/consultation — HTTP 200. Up to **19** redundancies: no rules about how the consultation should be carried out. **20 or more** at the same time: collective redundancy rules. Minimum length: **20 to 99** redundancies — consultation must start at least **30 days** before any dismissals take effect; **100 or more** — at least **45 days**. - Suitable alternative employment (same guide): **4-week** trial period (extendable in writing). Time off for job hunting if continuously employed for **2 years** by the date notice ends; the most the employer has to pay is **40% of one week's pay**. Rapid Response Service contactable up to **13 weeks** after being made redundant. - Calculate your statutory redundancy pay: https://www.gov.uk/calculate-your-redundancy-pay — HTTP 200. Tool based on age, weekly pay and years in the job. Repeats the 12-week average, 6-month apply window, and 2-year qualify line. Start now. - Making staff redundant: https://www.gov.uk/staff-redundant — HTTP 200. Title: Making staff redundant. Redundancy is when you dismiss an employee because you no longer need anyone to do their job (changing what the business does, doing things a different way, changing location or closing). For a redundancy to be genuine, you must demonstrate that the employee's job will no longer exist. Print of the whole guide HTTP 200 at /staff-redundant/print. Alternative-role trial **4 weeks**. Some employees have a first right to a suitable alternative job (pregnant; on or returning from maternity / adoption leave; on Shared Parental Leave; returning from at least **6 continuous weeks** Shared Parental Leave). Employees returning from maternity / adoption / at least 6 weeks Shared Parental Leave have that right for **18 months** from the date the child was born or adopted. That right only lasts until they return to work if they take less than 6 continuous weeks Shared Parental Leave, or returned to work before **6 April 2024**. New job must start within **4 weeks** of the old job ending. - Statutory guarantee payments (same employer guide): maximum **£31 a day** for **5 days** (**£155**) in any **3 months**. Lay-off / short-time redundancy claim: **4 or more weeks** in a row, or **6 or more weeks** in a **13 week** period where no more than 3 are in a row. - Collective consultation (same employer guide): must follow collective consultation rules if making **20 or more** employees redundant within any **90-day** period at a single establishment. Notify the Redundancy Payments Service on form **HR1** before consultation starts. **20 to 99** — **30 days** before the first redundancy; **100 or more** — **45 days**. "You can be fined an unlimited amount if you do not notify RPS." Minimum consultation period before dismissal matches those 30 / 45 day floors. Employer-side statutory redundancy pay repeats **2 years** continuous service, the same age multipliers, **20-year** cap, 12-week average, weekly pay capped at **£751**, maximum **£22,530**. First **£30,000** of statutory redundancy pay: do not deduct tax. If pay is not made, the employee has **3 months** from the date employment ended to claim at a tribunal; a tribunal still has **6 months** to decide. Employer-side notice table: 1 month to 2 years → at least a week; 2 years to 12 years → a week's notice for every year employed; 12 or more years → **12 weeks**. - Dismissing staff: https://www.gov.uk/dismiss-staff — HTTP 200. Title: Dismissing staff. Types: fair, unfair, constructive, wrongful. Fair reasons printed: capability or conduct; making them redundant; something that prevents them legally doing the job (example: a driver losing their driving licence); other substantial reasons. Written dismissal and disciplinary rules and procedures required. Unfair-dismissal qualifying period usually **2 years**. "From **1 January 2027**, most employees will be able to claim unfair dismissal after **6 months**." In Northern Ireland the qualifying period is still usually **1 year**. Print of the whole guide HTTP 200 at /dismiss-staff/print. - Handing in your notice: https://www.gov.uk/handing-in-your-notice — HTTP 200. Title: Handing in your notice. "You must give at least a week's notice if you've been in your job for more than a month." Print of the whole guide HTTP 200 at /handing-in-your-notice/print. Garden leave and restrictive covenants sit in the same guide. Payment in lieu only if it is in the contract or agreed. - Employment Rights Act 1996 contents: https://www.legislation.gov.uk/ukpga/1996/18/contents — HTTP 200. Act up to date with all changes known to be in force on or before **28 August 2026**. Contents include Part IX Termination of employment (s.86 Minimum period of notice); Part X Unfair dismissal; Part XI Redundancy payments (s.135 The right; s.139 Redundancy; s.162 Amount of a redundancy payment). - s.86 Minimum period of notice: https://www.legislation.gov.uk/ukpga/1996/18/section/86 — HTTP 200. Section up to date on or before **29 August 2026**. Employer notice if continuously employed one month or more: not less than one week's notice if less than two years; not less than one week's notice for each year if two years or more but less than twelve years; not less than **twelve weeks'** notice if twelve years or more. Employee notice: not less than one week. Shorter contractual notice yields to this; either party may waive or accept payment in lieu. - s.135 The right: https://www.legislation.gov.uk/ukpga/1996/18/section/135 — HTTP 200. Section up to date on or before **30 August 2026**. Employer shall pay a redundancy payment if the employee is dismissed by reason of redundancy, or is eligible by being laid off or kept on short-time. - s.139 Redundancy: https://www.legislation.gov.uk/ukpga/1996/18/section/139 — HTTP 200. Section up to date on or before **30 August 2026**. Dismissal by reason of redundancy if wholly or mainly attributable to the employer ceasing (or intending to cease) the business, or ceasing it in that place, or the requirements of the business for employees to carry out work of a particular kind (in that place) having ceased or diminished or being expected to. - s.162 Amount of a redundancy payment: https://www.legislation.gov.uk/ukpga/1996/18/section/162 — HTTP 200. Section up to date on or before **29 August 2026**. One and a half weeks' pay for a year not below forty-one; one week's pay for a year not below twenty-two (and not in the forty-one band); half a week's pay otherwise. Where **twenty years** have been reckoned, earlier years are ignored. - Part X Unfair dismissal: https://www.legislation.gov.uk/ukpga/1996/18/part/X — HTTP 200. - Part XI Redundancy payments: https://www.legislation.gov.uk/ukpga/1996/18/part/XI — HTTP 200. - Named https://www.gov.uk/notice-your-rights — HTTP 404 - Named https://www.gov.uk/redundancy-pay — HTTP 404 - Named https://www.gov.uk/redundancy — HTTP 404 - Named https://www.gov.uk/make-staff-redundant — HTTP 404 - Named https://www.gov.uk/statutory-redundancy — HTTP 404 - Named https://www.gov.uk/employment-rights-act — HTTP 404 - Named https://www.gov.uk/calculate-statutory-redundancy-pay — HTTP 404 - Named https://www.gov.uk/being-made-redundant — HTTP 404 - Named https://www.gov.uk/making-staff-redundant — HTTP 404 - Named https://www.gov.uk/dismissing-staff — HTTP 404 - Named https://www.gov.uk/ending-an-employment-contract — HTTP 404 - Named https://www.gov.uk/notice-periods — HTTP 404 - Named https://www.gov.uk/get-your-employer-to-pay-redundancy — HTTP 404 - Named https://www.gov.uk/staff-redundant/notice-periods — HTTP 200 after 1 redirect, lands on https://www.gov.uk/staff-redundant (not a separate notice chapter URL) - Named https://www.gov.uk/staff-redundant/consultation — HTTP 200 after 1 redirect, lands on https://www.gov.uk/staff-redundant - Named https://www.gov.uk/dismiss-staff/fair-reasons — HTTP 200 after 1 redirect, lands on https://www.gov.uk/dismiss-staff - Named https://www.gov.uk/dismiss-staff/notice-periods — HTTP 200 after 1 redirect, lands on https://www.gov.uk/dismiss-staff - Named https://www.gov.uk/handing-in-your-notice/notice-periods — HTTP 200 after 1 redirect, lands on https://www.gov.uk/handing-in-your-notice Did not treat "employees being made redundant", "UK employers who must consult", "staff on notice", or "people handing in notice" as a FYJ customer. Did not invent a "FYJ redundancy-pay product" or a "FYJ for employers making people redundant" path. Did not invent a number the pages do not print. Soft-404 / 404 pages are not live facts. Distinct from 23:55 holiday/WTR, 16:55 SSP/SMP, 11:55 NMW, 06:55 EL, 00:55 pensions. No fall-through to right-to-work or business rates — primary pages were already HTTP 200. ## What stands - GOV.UK redundancy-your-rights (and /redundant-your-rights 301) + print + redundancy-pay / notice-periods / consultation chapters (HTTP 200). Statutory redundancy pay after **2 years**; age multipliers half / one / one-and-a-half weeks; **20-year** cap; 12-week average pay; from **6 April 2026** weekly cap **£751** and maximum **£22,530**; **6 months** to apply; first **£30,000** of statutory redundancy pay not taxable; statutory notice 1 week / 1 week per year / 12 weeks; collective consultation from **20**; 30 days (20–99) / 45 days (100+); **4-week** alternative-job trial; job-hunting time off pay capped at **40% of one week's pay**. - GOV.UK staff-redundant + print + redundancy-pay chapter (HTTP 200). Genuine redundancy = the job no longer exists. Collective consultation if **20 or more** in any **90-day** period at one establishment. HR1 to RPS; unlimited fine if not notified. Guarantee pay **£31** a day for 5 days (**£155**) in 3 months. Same pay cap / maximum / notice table. - GOV.UK dismiss-staff + print (HTTP 200). Fair / unfair / constructive / wrongful. Qualifying period usually **2 years**; from **1 January 2027** most employees after **6 months**; Northern Ireland still usually **1 year**. - GOV.UK handing-in-your-notice + print (HTTP 200). Employee notice at least a week if in the job more than a month. - GOV.UK calculate-your-redundancy-pay calculator (HTTP 200). - legislation.gov.uk Employment Rights Act 1996 contents / s.86 / s.135 / s.139 / s.162 / Part X / Part XI (HTTP 200). Contents up to date on or before 28 August 2026; the opened sections on or before 29 or 30 August 2026 as printed on each page. - Named /notice-your-rights / /redundancy-pay / /redundancy / /make-staff-redundant / /statutory-redundancy / /employment-rights-act / /calculate-statutory-redundancy-pay / /being-made-redundant / /making-staff-redundant / /dismissing-staff / /ending-an-employment-contract / /notice-periods / /get-your-employer-to-pay-redundancy are HTTP 404 — not live facts this hour. - These sit next to earlier Market scenarios filings (VAT / PAYE; confirmation / accounts / CT; MTD; late-filing; IR35; workplace pensions; EL insurance; NMW/NLW; SSP/SMP; holiday entitlement / WTR). Redundancy / notice / dismiss-staff is the official running-the-company *how a job ends* fork — distinct from statutory leave, sick/parental pay, the wage floor, employers' liability, and auto-enrolment. Checkable. Not who FYJ is for. Not a path. ## What does not stand - No page names a FYJ customer, market, offer, or P. - "Employees being made redundant", "UK employers", "staff on notice", or "people handing in notice" are statutory / role classes, not a buyer. - A £751 weekly cap, a £22,530 maximum, a 20-person consultation trigger, or a 2-year unfair-dismissal wait is not a FYJ market path. - Naming "FYJ for redundancy compliance" or "FYJ takes the HR job when you make people redundant" is not naming a FYJ customer. - Do not invent a number the live pages do not print. Soft-404 / 404 pages are not live content. Named /redundancy /redundancy-pay /make-staff-redundant /statutory-redundancy /notice-your-rights /employment-rights-act paths are 404. - This is a different official map from the 29 Aug 23:55 holiday/WTR statutory-*leave* fork, the 16:55 SSP/SMP pay-while-off fork, the 11:55 NMW wage-floor fork, the 06:55 EL insurance fork, and the 00:55 workplace-pensions fork. This hour is how a job ends. - CA 2006 directors' duties (03:55), BICS (02:55), FOS (01:55), FSB (00:55), holiday/WTR (23:55), Bribery (22:55) remain prior filings. This hour does not re-file those pages. - STEP.org remains HTTP 403 and was not retried. ICB / CIPP / FSB / FOS / CIPD / SDT / LeO / SLCC were not retried. - Tide Platform Ltd remains an ACSP identity check, not a FYJ customer. - Who / why / how / next all missing. No candidate this hour has even a partial who / why / how. End-to-end stays missing. ## End-to-end test - Who it is for: missing. - Why they would pay: missing. - How FYJ reaches them: missing. - What sits next: missing. No real public fact this hour filled any of the four. Do not invent the rest. The GOV.UK / legislation.gov.uk redundancy, notice and dismissal pages fill a Market scenarios cell (running-the-company how-a-job-ends fork next to VAT, PAYE, pensions, EL, NMW/NLW, IR35, MTD, late-filing, SSP/SMP, holiday/WTR). They do not fill a path cell. ## Value-forming The Market scenarios line stayed thin. Value has not started to form as a FYJ path. A statutory redundancy / notice / dismissal class map is not a path. Adjacent running-the-company forks still leave who / why / how / next empty. ## Result No path named yet. Market scenarios stayed thin. P unchanged. ## Confirmation Contract UUID 26e4abb6-3b66-4a66-a4f7-d4c065ad9233 is live. Hold = no invention, not no recon. Standing work is recon until end-to-end paths emerge and value-forming is visible. No path named. P unchanged. Customer cut parked.