Not to worry, you cannot realistically be made redundant if there is no redundancy situation in the first place. So if your job continues to exist and the employer still needs someone doing it, there will be no redundancy.
What you can try is to approach them to see if they are willing to negotiate an agreed exit, with a settlement but there has to be some incentive for them usually, or they would have to potentially be facing some sort of claim from you and be forced to settle to avoid that.
If anything, and it is not that certain, this could potentially amount to constructive dismissal, which occurs when the following two elements are present:
- Serious breach of contract by the employer; and
- An acceptance of that breach by the employee, who resigns in response to it.
Whilst the alleged breach could be a breach of a specific contractual term, it is also common for a breach to occur when the implied term of trust and confidence has been broken. This is a term which automatically exists in every employment relationship. The conduct relied on could be a serious single act, or a series of less serious, but still relevant, acts over a period of time, which together could be treated as serious enough (usually culminating in the 'last straw' scenario).
Whilst you could take the risk of resigning and then claiming constructive dismissal, it is worth mentioning that there is a possible alternative solution, where the employer is approached on a 'without prejudice' basis (i.e. off the record) to try and discuss the possibility of leaving under a settlement agreement. Under such an agreement, the employee gets compensated for leaving the company with no fuss and in return promises not to make any claims against the employer in the future. It is essentially a clean break, where both parties move on without the need for going to tribunal. However, it is an entirely voluntary process and the employer does not have to participate in such negotiations or agree to anything. It just means that these discussions cannot be brought up in any subsequent tribunal claim and prejudice either party. So there is nothing to lose by raising this possibility with the employer as the worst outcome is they say no, whereas if successful it can mean being allowed to leave in accordance with any pre-agreed terms, such as with compensation and an agreed reference.
Does this answer your query?