In Great Britain, proposing 20 or more redundancies at one establishment within 90 days triggers collective consultation under TULRCA. For relevant dismissals from 6 April 2026 the protective award can reach 180 days' gross pay per affected employee. Northern Ireland rules differ. See Acas.
20 to 99 redundancies: Collective consultation must begin at least 30 days before the first dismissal takes effect.
100 or more redundancies: Collective consultation must begin at least 45 days before the first dismissal takes effect.
Consult representatives in good time before issuing individual dismissal notices; observe the minimum period before the first dismissal. Seek advice on the consequences of any breach.
In Great Britain, notify the Redundancy Payments Service using HR1 before consultation begins and at least 30 days before the first dismissal for 20–99 proposed redundancies or 45 days for 100 or more. Failure to notify can be a criminal offence. See GOV.UK.
Collective consultation must be conducted with recognised trade union representatives, or — where no union is recognised — with elected employee representatives. You cannot consult only with individual employees. The consultation must cover: ways of avoiding the dismissals; reducing the numbers affected; and mitigating the consequences. Consultation must be "with a view to reaching agreement" — it cannot be a rubber-stamping exercise.
You must provide representatives with written information including: the reasons for the proposed redundancies; the numbers and descriptions of employees affected; the proposed selection method; the procedure and timetable; and the method for calculating redundancy payments beyond the statutory minimum.
There is a limited defence for employers who cannot comply with the minimum periods due to "special circumstances" — such as sudden insolvency. However, courts interpret this defence narrowly. Financial difficulty alone is not sufficient.
A tribunal can award up to 180 days' gross pay per affected employee for relevant Great Britain dismissals from 6 April 2026, depending on the circumstances. See Acas.