The news regarding the University of Dundee’s latest round of job cuts highlights the ongoing financial volatility within the Scottish higher education sector.
For the employees involved, the move towards another 180 full-time redundancies – following the departure of nearly 1,000 staff since 2024 – creates a landscape of uncertainty and high stakes.
At Rollos, we understand that behind these headlines are individuals facing life-changing decisions about their careers and financial futures.
The Current Situation at Dundee University
Interim Principal Professor Nigel Seaton has confirmed a new voluntary severance scheme aimed at plugging a multi-million-pound deficit.
While the University frames this as a necessary step toward “financial sustainability,” the reality for many staff is far more complex.
With 180 roles expected to be axed to save approximately £10m, employees are once again navigating a process that involves difficult choices between staying in a high-pressure environment or accepting a termination package.
Voluntary Severance vs. Compulsory Redundancy
In these situations, universities typically prefer “voluntary severance” because it allows for a smoother transition. However, from a legal perspective, the lines can often blur.
- Voluntary Severance: This is an agreement where you choose to leave in exchange for a financial package. It is often a proactive way to manage your exit on your own terms.
- Redundancy: Whether voluntary or compulsory, this is a formal legal process. If you are selected for redundancy, your employer must follow a fair and transparent procedure to avoid claims of unfair dismissal.
For those facing the severance route, it is vital to ensure that the terms offered are fair and provide adequate protection for the future.
Why You May Need a Settlement Agreement
When a University (or any employer) offers what is known as Voluntary Severance, they will almost certainly require you to sign a Settlement Agreement.
A Settlement Agreement is a legally binding document that waives your right to bring any future claims against your employer (such as unfair dismissal or all discrimination) in exchange for a financial sum usually in excess of your contractual and statutory entitlement.
As ou are giving up those legal rights, Scots law requires you to receive independent legal advice for the agreement to be valid.
In most cases, the employer will contribute towards the cost of this legal advice usually between £350 and £600 exclusive of VAT.
How Rollos Can Help
Whether you are facing compulsory redundancy or have been offered a voluntary severance package, our Employment law team can give the clear, empathetic, and expert guidance you need. We help you understand:
- The Value of Your Package: Is the offer truly “enhanced,” or are you settling for the bare minimum?
- The Fine Print: We review the terms of your Settlement Agreement to ensure there are no hidden clauses that could restrict your future employment.
- Your Rights: If you feel the process has been unfair or lack of transparency is a concern, we can advise on the best course of action.
Navigating the “financial black hole” of a large institution shouldn’t mean you’re left in the dark about your own rights.
Are you an employee at the University of Dundee or another local institution affected by recent cuts? Contact our Employment Law team today for a confidential consultation on your options regarding settlement agreements and redundancy.