If you have been or are about to be Made Redundant then this page sets out the issues you need to be aware in respect of consultation during redundancy.
This website is not intended to be legal advice and should not be used or relied upon. If you require proper legal advice, tailored to suit your situation, please contact us to speak to a specialist redundancy solicitor.
All employers must consult formally with their employees when making 20 or more people redundant.
The consultation process should be genuine and used to inform employees of each step of the process.
Firstly, you (or your trade union representative) should be given information concerning:
- the reasons for the proposal
- the number and description of employees the employer is proposing to make redundant
- the total number of employees of that description employed by the employer at the establishment
- the proposed method of selection
- the proposed procedure to be followed in carrying out the dismissals (including the time frame)
- the proposed method of calculating redundancy payments
Once the above information has been provided, consultation on ways of avoiding the dismissals, reducing the numbers of employees who need to be dismissed and mitigating the consequences of the dismissals should be carried out.
The aim of consultation is to reach agreement. The representatives must have a fair opportunity and enough time to understand and consider the matters about which they are being consulted. They must be able to express views on those subjects. The employer must then consider those views properly and genuinely, although there is no obligation to adopt them.
If you are in the process of being made redundant and would like specialist redundancy law advice, please contact us.