Collective Consultation: 6 Steps for Employers During Redundancy

Managing a redundancy situation can be challenging for any organisation. It is a process that requires careful planning, sensitive execution, and strict adherence to the legal framework, particularly when collective consultation is involved. This blog outlines 6 key steps for employers to consider when managing collective consultation during redundancy.

1. Collective Consultation – Early Planning and      Preparation

The first step to managing collective consultation in a redundancy situation is to plan early. Although the law requires employers to consult with representatives of the affected employees “in good time,” it is best practice to initiate the process as early as possible. This allows for ample time to consider all alternatives to redundancy and ensures that any necessary redundancy processes can be conducted fairly and thoroughly.

Initial planning includes identifying the potential scale of the redundancies, the departments or roles that might be affected, and the timescales involved. It also involves considering the structure and format of the consultations. Employers must ensure those involved are properly informed about their rights and responsibilities throughout the process.

2. Identification and Election of Employee Representatives

If you’re making 20 or more employees redundant within a 90-day period at a single establishment, you’re legally required to conduct a collective consultation. This means that you need to engage with elected employee representatives or trade union representatives – if a trade union is recognised.

To ensure a fair election process, employers should make all necessary information and resources available to potential representatives. This includes clear information about the role of a representative, the election process, and the duration of their term. Employers must also ensure that the elections are held in a fair and democratic manner.

3. Meaningful Consultation

The key to successful consultation is open dialogue. Employers should also provide comprehensive, clear information about the proposed redundancies including:

  • the reasons for the proposals
  • the numbers, and descriptions of employees it proposes to dismiss
  • the proposed method of selecting employees who may be dismissed
  • the proposed method of carrying out the dismissals
  • and the proposed method of calculating redundancy payments

Additionally, consultation must be meaningful, which means it should take place at a stage when the proposals are still at a formative stage. The employer should be open to suggestions from representatives and should consider their input before final decisions are made.

4. Considering Alternatives to Redundancy

Throughout the consultation process, one of the primary responsibilities of the employer is to consider alternatives to redundancy. These could include:

  • retraining or redeployment within the organisation
  • voluntary redundancy
  • reducing or eliminating overtime

Employers should seriously consider and respond to any suggestions made by employee representatives during the consultation period. Even if redundancy ultimately proves unavoidable, this open, considerate dialogue can help to maintain employee trust.

5. Complying with Legal Obligations

Adhering to legal requirements is vital throughout the collective consultation process.

In the UK, employers are obligated to follow specific procedures and timelines when conducting redundancies. Failing to comply with these legal obligations can lead to costly employment tribunals and damage the organisation’s reputation.

Ensure that all aspects of collective consultation, including the selection process, consultation period, notice periods, and severance packages, are in full compliance with employment law. Seek legal advice if necessary to ensure all steps are followed meticulously, safeguarding both the rights of the employees and the interests of the organisation.

6. Prioritizing Well-being and Support:

The emotional toll of redundancy should not be underestimated. Losing a job can be a distressing experience for employees and can impact their mental well-being and self-esteem. As an employer, it is crucial to prioritize employee well-being and provide adequate support throughout the process.

Offering access to counselling services, outplacement support, or job placement assistance can help employees navigate the transition more smoothly and boost their confidence in finding new opportunities. Demonstrating compassion and understanding during collective consultation can leave a lasting positive impression on employees, even during challenging times.


In conclusion, collective consultation during redundancy is not just a legal requirement but an opportunity for employers to demonstrate empathy, fairness, and professionalism. By engaging in early and transparent communication, involving employee representatives, exploring alternatives, complying with legal obligations, and prioritising well-being and support, employers can navigate this challenging process with grace and compassion. Redundancy is undoubtedly a difficult journey, but with the right approach, it can lead to better outcomes for both the organisation and its valued workforce.


If you need HR advice or expert management of your redundancy situation, we would be delighted to assist you. Please contact us here.

Employment Tribunal Claim, HR Procedures, Redundancy

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