If an employee has been continuously employed with their employer for at least 2 years they will be protected against unfair dismissal. This means that to fairly dismiss them their employer has to show that there was a potentially fair reason for dismissal and that a fair dismissal procedure was followed.
According to the Employment Rights Act 1996 there are five separate reasons that an employer could use to show that a dismissal was fair: conduct, capability, redundancy, illegality or some other substantial reason (SOSR). The employer will not only need to show that the dismissal was for one of those reasons, but also justify that it was appropriate and reasonable to use in the circumstances. In addition, they need to ensure that a fair dismissal procedure was followed and this would depend on which of the above reasons they used to dismiss.
If there is a need to reduce the number of employees then that would be a redundancy situation. The employer will have to make you redundant. They may try and one of the other reasons to avoid paying redundancy but if there is not enough evidence to justify that and it is clear it was done purposefully to avoid redundancy it can be challenged.
So if they end up terminating your employment it should be done under redundancy and you should be paid redundancy pay. If they fail to do so or try to use some other reason, which has been engineered t remove you without having to pay you redundancy, then that can be challenged as potential unfair dismissal.
This is your basic legal position. I have more detailed advice for you in terms of the rights you have should you be unfairly dismissed, which I wish to discuss so please take a second to leave a positive rating for the service so far (by selecting 3, 4 or 5 stars) and I can continue with that and answer any further questions you may have. Don’t worry, there is no extra cost and leaving a rating will not close the question and we can continue this discussion. Thank you