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