Greggs has launched a consultation on consolidating its manufacturing network, in a move that could close four factories and put around 740 jobs at risk over the next two and a half years. The sites in scope are Enfield in Greater London, North Lakes near Penrith in Cumbria, Pettigrews in Kelso in the Scottish Borders, and Seaham in County Durham. Behind that figure are real people, many of them in regional communities where a factory like this is a significant local employer.

If you work at one of these sites, or know someone who does, this post is here to help. In plain English: what is happening, what your rights are, and why you should not sign anything before you fully understand it.

‍

What's happening at Greggs

Greggs announced the proposed changes on 30 September 2026 alongside its third-quarter trading update. The company said the restructuring is “necessary to grow in the most cost-efficient way and keep evolving with customer expectations”, and that “signs of greater inflationary pressures in 2027” played a part in the decision. The programme is expected to cost around £60 million (roughly £40 million of that in capital expenditure), with the company targeting about £20 million in annual pre-tax operating cash savings from 2028 and 2029.

Importantly, retail shops are not in scope. The changes are focused on the manufacturing network. Greggs has also said it will invest in new distribution centres in Derby and Kettering to support future growth, meaning some roles may well be created in those locations even as others are lost at the four factory sites.

It is worth saying that this is not a business in trouble. Greggs reported total sales up 7.7% in the 13 weeks to 26 September and raised its 2026 outlook on the same day as the restructuring announcement. For the colleagues affected, that will add a particular sting: the pain is being asked of them, while the company around them is growing.

‍

What this means for employees

If your role is potentially in scope, the most important things to hold onto are these: you have rights, and you have time.

UK law requires employers proposing 20 or more redundancies at one establishment within a 90-day period to enter formal collective consultation. That process is meant to be a genuine opportunity to ask questions, understand the selection criteria, explore alternatives such as redeployment (for example to the new Derby and Kettering distribution centres, if that is a realistic option for you), and challenge the process where appropriate.

As part of a programme of this size, many employees will be offered a settlement agreement: a legally binding contract in which an employee agrees to give up the right to bring certain employment claims (such as unfair dismissal or discrimination) in exchange for a financial payment. A settlement agreement can be a perfectly fair outcome. But once it is signed, you are giving up valuable legal rights, and that decision cannot be reversed.

‍

What to do next

If you work at Enfield, North Lakes, Kelso, Seaham or any other Greggs site affected by the restructuring, please don't sign anything until you have spoken to a specialist. Take your time. Ask questions. Get advice. If you know a colleague, friend or family member who has been affected, please share this with them. The right advice at the right moment can make a meaningful difference, both financially and emotionally.