Update - collective redundancy consultation

Update - collective redundancy consultation


The following changes to the rules on collective redundancy came into force on 6 April 2013:

  • The minimum collective redundancy consultation period was reduced from 90 days to 45 days when 100 or more redundancy dismissals are proposed at one establishment within a period of 90 days.
  • Fixed-term contracts are excluded from the calculation of redundancy numbers where they are terminated on the date agreed in the contract.
  • Form HR1 only has to be lodged 45 days before the first redundancy takes effect instead of the previous 90 days.

In response to these changes, ACAS have issued a new booklet on how to handle collective redundancies which is aimed at employers and is intended to offer clarity on the law on collective redundancies. The booklet includes a ten-point checklist for handling collective redundancies which covers the following points:

  • When does consultation start?
  • What is meant by an establishment?
  • How many employees are involved?
  • Who to consult?
  • What information should you provide?
  • How should consultation be conducted?
  • How long should consultation last?
  • When do you carry out individual consultation?
  • When does dismissal take effect?
  • What are the rights of redress?

A full copy of the guide can be found by following this link: http://www.acas.org.uk/media/pdf/c/n/How-to-manage-collective-redundancies.pdf