Eleanor VaughanSimpsons Restaurant in Edgbaston, Birmingham, closed with immediate effect on 28 May 2026 — ending a 32-year trading history and leaving 25 members of staff without jobs or notice. Owner and chef Andreas Antona confirmed the closure, saying he had "never known a more challenging economic climate for restaurants" in his 50 years in hospitality and was "left with no choice."
The Michelin-starred venue had been on the market for 18 months following Antona's health issues. Three separate sale attempts failed to produce a buyer.
Why Immediate Closures Leave Workers Most Exposed
When a business closes overnight, employees face a particularly precarious situation. Unlike a standard redundancy process — where employers must consult affected workers in advance — an abrupt shut-down can leave staff uncertain about their next pay cheque, unsure of their rights, and without immediate income.
Under UK employment law, however, closing your doors does not erase your obligations to your workforce. The 25 Simpsons staff have specific legal entitlements that exist regardless of the circumstances of the closure — and specialist employment solicitors confirm that many hospitality workers do not know to claim them.
Statutory Redundancy Pay: The Basics in 2026
Employees with at least two years of continuous service are entitled to statutory redundancy pay. As of April 2026, the calculation is:
- Half a week's pay per full year of service for workers under 22
- One week's pay per full year of service for workers aged 22–41
- One and a half weeks' pay per full year of service for workers aged 41 and over
The weekly pay used in the calculation is capped at £751, and the maximum total award is £22,530. A long-serving chef aged 50 who worked at Simpsons for 20 years could therefore be entitled to the maximum sum — a significant lifeline when searching for a new role in a competitive hospitality market.
Notice Pay: You Are Still Owed It
Even when a business shuts its doors immediately, employees retain the right to receive their statutory notice period — or payment in lieu of notice (PILON). The minimum notice entitlements under UK law are:
- One week's notice per full year of continuous employment (up to 12 years)
- Twelve weeks' notice for 12 or more years of service
An employer who closes without providing this notice still owes the equivalent in pay. For Simpsons' more senior staff, this could mean several weeks of additional income that must be paid.
Holiday Pay: A Frequently Overlooked Entitlement
Any accrued but untaken statutory holiday must be paid on termination — and this is where many employees lose out simply because they don't ask. For hospitality workers heading into June — often a busy period with limited opportunity to take leave — untaken days can represent a meaningful sum.
The Duty to Consult: New Protections in 2026
Where 20 or more employees face redundancy at a single establishment, UK law requires collective consultation to begin at least 45 days before the first dismissals. Employers must involve a recognised trade union or elected employee representatives during this process.
Critically, April 2026 brought a significant change: the protective award for failing to comply with collective consultation obligations has doubled from 90 to 180 days' pay per affected employee. If proper consultation did not occur ahead of the Simpsons closure, each of the 25 affected workers could potentially claim up to six months' pay at an employment tribunal.
This change was introduced under the Employment Rights Act 2025 and represents one of the most substantial upgrades to UK worker protections in a generation.
If the Business Is Insolvent, Who Pays?
If Simpsons enters formal insolvency proceedings — meaning it cannot pay its debts — employees are not left without recourse. The Redundancy Payments Service (RPS), part of the Government's Insolvency Service, steps in to pay statutory sums directly to qualifying workers from the National Insurance Fund.
According to the GOV.UK guidance on redundancy rights, employees whose employer is insolvent can apply directly to the RPS for statutory redundancy pay, notice pay, and arrears of wages. There are caps on what the RPS will pay, but for most hospitality staff, statutory amounts fall within them.
A Sector Under Severe Pressure
The closure of Simpsons is not an isolated event. The UK hospitality sector has seen a surge in closures throughout 2025 and into 2026, driven by rising energy costs, employer National Insurance contributions introduced in April 2025, and subdued consumer spending. Several prominent restaurants and pub groups have entered administration in recent months.
Simpsons — founded by Antona in 1993 in Kenilworth and relocated to Edgbaston in 2004 — was awarded its Michelin star in 1999 and maintained it for over two decades. Its closure underlines that no level of culinary prestige shields a business from underlying economic pressures.
What Should the 25 Staff Do Now?
Employment solicitors advise workers in this situation to act quickly. Key steps include:
- Secure your paperwork — gather your employment contract, recent payslips, and any written communication about the closure
- Contact ACAS — the Advisory, Conciliation and Arbitration Service provides free, impartial advice on employment rights
- Take legal advice — an employment solicitor can assess whether collective consultation obligations were met and advise on tribunal claims
- Check insolvency status — if the business is formally insolvent, the Insolvency Service website allows you to track the process and understand how to make a claim
- Do not delay — employment tribunal claims for unfair dismissal must generally be filed within three months minus one day of the dismissal date
ExpertZoom connects workers with qualified employment solicitors across the UK who specialise in redundancy and dismissal claims — and can advise on realistic prospects of recovery even in complex closures.
The Broader Lesson for UK Workers
The Simpsons closure is a reminder that even in a thriving, award-winning business, employment can end abruptly. Understanding your legal entitlements in advance — not only when crisis strikes — is the difference between recovering what you are owed and walking away with nothing.
Whether you work in hospitality, retail, or any sector facing economic headwinds in 2026, the rights described above exist to protect you. An employment lawyer can help you exercise them.
Legal disclaimer: This article provides general information about UK employment law and does not constitute legal advice. Individual circumstances vary; always consult a qualified employment solicitor for guidance specific to your situation.
