There’s no fixed timeframe an employer must wait before recruiting after making a role redundant. However, rehiring too soon can carry legal risks, particularly claims of unfair dismissal, if the new role is too similar to the one made redundant. If circumstances change unexpectedly – such as securing a new contract – it may be reasonable to recruit again, but it’s important to ensure the job specification is sufficiently different. Alternatively, you could re-employ the individual made redundant without a mandatory waiting period, but to break continuity of employment, at least a statutory week (Saturday to Saturday) must pass between dismissal and re-employment. If an offer was made before employment ended, a four-week gap is required to break continuity. Additionally, receiving a statutory redundancy payment breaks continuity, but only for future redundancy pay claims. Contact our Employment Law experts for further advice and support.