Sky has announced plans to cut around 2,000 jobs from its UK workforce as it accelerates its shift towards digital customer service. The media giant will close three of its customer contact centres in Leeds, Sheffield, and Stockport, and restructure operations across other locations, including Newcastle and Dunfermline. This follows a previous round of job losses last year, which saw 1,000 roles removed from its home installation teams.
The latest announcement marks a significant change in how Sky engages with customers, as the company aims to become more “future-ready” by prioritising digital communication over traditional phone-based services. A spokesperson for Sky said:
“We’re transforming our business to deliver quicker, simpler and more digital customer service. Our customers increasingly want the choice to speak to us on the phone when they need us most and the ease of managing everyday tasks digitally.”
As part of the restructure, Sky has also pledged investment into a new “centre of excellence” at its Livingston site, positioning it as a hub for innovation in digital customer service.
The HR Challenge: Managing Redundancies with Care and Compliance
Redundancy processes are some of the most sensitive and complex matters an HR team can face. Kathryn, Head of HR Services at Bhayani Law, shares her insight:
“One of the biggest concerns for HR during redundancies is ensuring that the process is fair, transparent, and legally compliant—particularly when multiple sites or departments are affected. There’s also the human element: how do we support employees with compassion while protecting the business from legal risk?”
From a legal standpoint, there are also specific obligations employers must meet. Hannah Haywood, Employment Solicitor at Bhayani Law, adds:
“It’s crucial that employers follow a fair and thorough consultation process, whether the redundancy is individual or collective. Failing to do so can expose the business to claims of unfair dismissal or even protective awards. The consultation must be genuine, meaning employers need to actively consider alternatives to redundancy, such as redeployment or reduced hours, and give employees a real opportunity to respond to the proposals.”
Common challenges include:
- Managing appropriate consultation periods
- Applying fair and non-discriminatory selection criteria
- Documenting each step to demonstrate procedural fairness
- Handling appeals and post-dismissal support
How Bhayani Law Can Help
At Bhayani Law, we specialise in helping organisations navigate difficult transitions such as redundancies, restructures and site closures. Our combined legal and HR expertise ensures you meet your legal obligations while protecting employee relations.
We offer:
- Step-by-step legal advice on redundancy procedures
- Support with collective and individual consultations
- Risk assessments to minimise legal exposure
- Guidance on redundancy pay, notice, and suitable alternatives
Peace of Mind with Watertight HR & Legal Support
For employers looking for ongoing support, our Watertight HR & Legal Plans offer the perfect solution. This fixed-fee service gives you unlimited access to expert HR and employment law advice, contracts, templates, and proactive support—without the worry of escalating legal costs.
Key benefits include:
- Unlimited advice from experienced employment lawyers and HR professionals
- Access to the Watertight HR Hub of documents
- Full support with disciplinary, grievance and redundancy processes
- Peace of mind that you’re staying compliant with ever-changing employment law
Our Watertight plans are designed to give businesses like yours the confidence to make bold decisions, knowing your HR and legal risks are covered.
Contact us today for a free consultation on 0333 888 1360 or email hello@bhayanilaw.co.uk
