Bet365 Job Cuts: Worker Rights and Visa Steps in Stoke, Malta and Gibraltar

Last verified: September 9, 2026. Bet365 has announced plans to reduce its workforce by about 340 roles as part of a restructuring. Reports say the proposed reductions affect its Stoke-on-Trent headquarters and offices in Malta and Gibraltar.

The locations are governed by different employment and immigration systems. An affected worker should therefore confirm which employing entity, contract and jurisdiction apply before relying on general information.

What has been announced?

The reported 340 roles represent roughly 3% of the company’s workforce. The company attributed the proposal to a competitive trading environment and higher regulatory and tax-related costs. It also said it would explore ways to reduce compulsory redundancies, including a voluntary redundancy programme.

An announcement of proposed cuts does not necessarily mean every identified role has already ended. Consultation, selection, alternative-role and notice procedures may still follow.

First steps for an affected worker

Request the proposal in writing. Confirm whether your role is at risk, the employing company and the expected timeline.
Check your contract and work location. Stoke-on-Trent, Malta and Gibraltar have different rules.
Attend consultation meetings. Prepare questions about selection criteria, alternatives, notice, unused leave and severance.
Ask about internal vacancies. A suitable alternative role may protect both income and, for sponsored workers, immigration status.
Save employment records. Retain payslips, contract, sponsorship documents, performance records and all redundancy communications.

UK redundancy rights for Stoke-on-Trent employees

UK government guidance says redundancy is a form of dismissal used when an employer needs to reduce its workforce. Depending on status and length of service, an employee may be entitled to consultation, notice, redundancy pay, time off to look for work and fair selection.

Consultation

An affected employee is entitled to consultation about why redundancy is proposed and whether there are alternatives. Collective consultation rules can apply when 20 or more redundancies are proposed at one establishment within a 90-day period. The announced figure covers more than one jurisdiction, so workers should not assume the collective threshold applies identically to every office.

Statutory redundancy pay

A UK employee will normally qualify for statutory redundancy pay after at least two years of continuous employment, subject to eligibility rules. For redundancies on or after April 6, 2026, GOV.UK lists a weekly-pay cap of £751 and a maximum statutory payment of £22,530. A contract or company scheme may provide more than the statutory minimum.

Fair selection and alternative work

Selection should use fair criteria. Protected characteristics and certain protected activities must not be used as reasons for selection. Ask whether the employer has suitable alternative roles and how applying for one affects any redundancy offer.

Important steps for Skilled Worker visa holders

A sponsored worker should treat immigration planning as urgent, but should not assume that the public announcement has already changed their permission.

Ask HR whether your role is sponsored and when any change would be reported to UK Visas and Immigration.
Download or retain your Certificate of Sponsorship details, employment contract and recent payslips.
Check your UKVI account and eVisa contact details.
If moving to a different employer, confirm that the new role and employer qualify for sponsorship.
Do not start a new sponsored job until the required immigration permission has been granted.
Consider regulated immigration advice for your individual timeline and dependants.

GOV.UK states that a Skilled Worker normally needs to update the visa when changing employer and requires a new Certificate of Sponsorship. It also says an applicant should not start the new job until the updated permission is confirmed.

Workers in Malta and Gibraltar

Do not apply UK redundancy calculations to employment in Malta or Gibraltar. Ask the local HR team for the employing entity, applicable law, notice terms and official labour or residence authority. Non-UK workers should also confirm how termination affects a local single permit, residence card or other work authorisation.

For Malta, Jobsplus provides employment services and official forms related to termination. Gibraltar workers should use the Government of Gibraltar’s employment and immigration channels or obtain locally qualified advice.

Questions to take into a consultation meeting

Is my role formally at risk or already selected?
Which establishment and employing entity apply to me?
What selection pool and criteria are being used?
Are voluntary redundancy or internal transfer options available?
What notice, unused holiday and redundancy payments are proposed?
Will the company provide career support or immigration assistance?
When will a sponsored-employment change be reported?

Where to verify your rights

This article is general information and does not determine whether a particular employee will be selected or what payment or immigration outcome they will receive. Use the official authority for your work location and obtain qualified advice when necessary.