Published: September 27, 2026
Last updated: September 27, 2026
Category: Jobs and Worker Rights
Reports about planned job cuts at Bet365 have raised questions among employees in Stoke-on-Trent, Malta and Gibraltar. According to reports citing the company, Bet365 plans to reduce approximately 340 roles across its operations, including around 300 roles connected with Stoke-on-Trent and approximately 40 roles across Malta and Gibraltar.
The reported restructuring comes amid a challenging and competitive trading environment and increased industry costs. Reports also indicate that the company intends to explore voluntary redundancy before considering compulsory redundancies. Read the BBC report on the reported Bet365 job cuts and the Gibraltar Broadcasting Corporation report.
The effect on each worker will depend on their location, employment contract, length of service, role and immigration status. This article provides general information only and is not legal, employment or immigration advice.
What affected workers should confirm first
Employees should confirm whether they are:
- At risk of redundancy.
- Invited to a formal consultation.
- Eligible for voluntary redundancy.
- Being considered for compulsory redundancy.
- Offered an alternative role.
- Subject to a change in working hours or employment terms.
A news report or workplace rumour does not necessarily mean that an individual’s employment has ended. Workers should wait for written confirmation from the employer and keep copies of all relevant communication.
Workers in Stoke-on-Trent
Employees working in Stoke-on-Trent should review their employment contract and any formal redundancy communication from the employer.
UK Government guidance explains that workers facing redundancy may have rights relating to consultation, notice, redundancy pay and reasonable time off to look for another job. You can read the official GOV.UK redundancy rights guidance.
Workers should ask HR for written information about:
- Whether their role is formally at risk.
- The proposed consultation timetable.
- The selection criteria.
- Whether voluntary redundancy is available.
- The applicable notice period.
- Final salary and unused holiday pay.
- Any redundancy payment.
- The internal appeal or grievance process.
Statutory redundancy pay
In the UK, statutory redundancy pay normally depends on factors such as employee status and continuous service. Eligibility and the amount may depend on age, weekly pay and length of service.
Employees should check the latest GOV.UK statutory redundancy pay guidance before making a decision.
Notice periods
The statutory minimum notice period may depend on the length of service. The relevant employment contract may provide additional rights. Workers can review the official GOV.UK notice period guidance.
Employees should not sign a settlement agreement or voluntary redundancy document before understanding its terms. Independent employment advice may be appropriate if the document limits future claims or changes contractual rights.
Workers in Malta
Employees based in Malta should not automatically assume that UK redundancy rules apply to them. They should review their employment contract and obtain current information from Malta’s official employment authorities or a qualified local adviser.
Workers may need to clarify:
- Whether a consultation process applies.
- The applicable notice period.
- Any statutory or contractual termination payment.
- Treatment of unused annual leave.
- Outstanding salary, bonus or commission.
- The process for challenging an unfair or disputed termination.
- Whether their work permit or residence status is connected to the job.
For current Malta-specific information, readers should consult the Government of Malta employment information or the relevant government department.
The legal position may vary according to the employee’s contract, role, length of service and immigration status.
Workers in Gibraltar
Employees working in Gibraltar should obtain advice based on Gibraltar’s own employment framework. UK employment rules should not automatically be treated as Gibraltar rules.
Affected employees should request written information about:
- The reason for the proposed job reduction.
- Notice and final-pay arrangements.
- Any redundancy or severance entitlement.
- Unused holiday pay.
- The right to raise a grievance or appeal.
- The effect of termination on immigration or work-permit status.
For current local information, readers can check the Gibraltar Government Employment Service or contact a qualified Gibraltar employment adviser.
Sponsored workers and visa status
Sponsored employees should treat a job loss or change in employment as both an employment issue and an immigration issue. The correct procedure depends on the country, visa category, sponsorship arrangement and date on which employment officially ends.
Sponsored workers should:
- Confirm their employment status in writing.
- Ask HR whether the employer has reported the change to an immigration authority.
- Check whether a grace period or replacement-sponsor process applies.
- Review their current visa, work permit or residence conditions.
- Contact the relevant official immigration authority promptly.
- Obtain professional advice before accepting a new role or leaving the country.
Workers in the UK can review current information through the official GOV.UK visas and immigration guidance.
Malta and Gibraltar have separate immigration systems. Therefore, UK visa guidance should not be applied to workers in Malta or Gibraltar without checking the relevant local rules.
Losing a job does not produce the same immigration result for every worker. Some employees may have time to find another sponsor or change status, while others may have different conditions. Visa rules can change, so workers should rely on the relevant official authority rather than an old article or social-media post.
Documents workers should keep
Affected employees should securely save:
- Employment contract.
- Payslips and tax records.
- Visa, work-permit or residence documents.
- Sponsorship records.
- Redundancy or termination letters.
- Consultation invitations.
- HR emails and meeting notes.
- Records of unused holiday.
- Details of benefits, bonuses or commission.
- Job applications and adviser communications.
These documents may be useful when checking employment entitlements, applying for another role or discussing immigration options.
Questions to ask HR
Workers may ask HR:
- Is my role formally at risk of redundancy?
- What is the consultation period?
- How were affected roles selected?
- Is voluntary redundancy available?
- What notice period applies?
- How will redundancy or severance pay be calculated?
- When will final salary and holiday pay be paid?
- Will the company notify an immigration or sponsorship authority?
- What is my official employment end date?
- Are alternative roles available?
- Is there an appeal or review process?
Employees should request important answers in writing whenever possible.
Common mistakes to avoid
Affected workers should be careful not to:
- Resign immediately without understanding the consequences.
- Ignore correspondence from HR or an immigration authority.
- Assume that UK rules apply in Malta or Gibraltar.
- Sign a settlement agreement without reviewing it.
- Continue working after sponsorship or work permission has ended without confirmation.
- Pay an unverified agent promising a guaranteed job or visa.
- Share confidential workplace documents publicly.
- Rely on outdated information.
- Assume that every worker will receive the same payment or immigration outcome.
Reliable sources and professional support
Readers should verify the latest information through:
- GOV.UK redundancy rights.
- GOV.UK guidance for employers making staff redundant.
- GOV.UK immigration guidance.
- Government of Malta employment information.
- Gibraltar Government Employment Service.
- A recognised trade union.
- A qualified employment adviser.
- A regulated immigration professional.
Official sources should take priority over general online summaries because employment and immigration rules may change.
Final checklist for affected workers
If your role may be affected:
- Confirm your status in writing.
- Attend consultation meetings.
- Keep copies of all documents.
- Check your notice, salary and holiday position.
- Review your visa or work-permit conditions.
- Seek independent advice before signing an agreement.
- Use official sources for current deadlines and procedures.
- Do not make a decision based only on rumours.
Disclaimer
This article summarises publicly reported information and provides general guidance only. It is not legal, employment, financial or immigration advice. Employment and immigration rules differ between the UK, Malta and Gibraltar and may change. Workers should confirm their position with the relevant official authority or a qualified professional before taking action.
GlobalVisora is not affiliated with Bet365, the UK Government, the Government of Malta or the Government of Gibraltar.
Sources
BBC: Stoke-on-Trent based Bet365 announces plans for 340 job losses
GOV.UK: Redundancy—your rights
GOV.UK: Statutory redundancy pay
GOV.UK: Redundancy notice periods