Redundancy consultation

Consult before the proposal becomes a decision

Consultation is meaningful only while the employer is still open to changing its proposal. Explain the business reason, affected roles, any proposed selection pool and criteria, the likely timetable, alternatives already considered and the possible consequences for employees.

Give people enough information and time to respond. Listen to alternatives, answer questions conscientiously and explain why suggestions are accepted or rejected. Agreement is not guaranteed, but announcing a settled outcome and inviting comments afterwards is not genuine consultation. Individual consultation remains important even where representatives are involved.

When collective consultation sets the timetable

In Great Britain, collective consultation applies when an employer proposes 20 or more redundancies at one establishment within 90 days. Consultation must begin at least 30 days before the first dismissal for 20 to 99 proposed redundancies, or at least 45 days before it for 100 or more. The GOV.UK consultation guidance explains who must be consulted and when.

A further organisation-wide collective-consultation trigger is expected in 2027. Its threshold and commencement date have not yet been confirmed, so it is not part of the current test.

Close the process with a reasoned record

Keep the proposal, information supplied, meeting notes, employee or representative responses, alternatives considered and the employer's reasons. Record individual circumstances and any suitable vacancies rather than treating the collective process as the whole decision.

Confirm the outcome in writing, including the reason, selection result, notice, payments and appeal route. A good record should show what was genuinely considered and why the final proposal survived or changed, not merely that meetings took place.