How to carry out individual redundancy consultation

Copyright © 2025 LexisNexis

Published by a LexisNexis Employment expert

Practice notes

How to carry out individual redundancy consultation

Copyright © 2025 LexisNexis

Published by a LexisNexis Employment expert

Practice notes

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This is a ‘how to’ guide, or task-based toolkit, on consulting with individuals in a Redundancy situation where the statutory collective Consultation obligations do not apply.

For a how to guide on carrying out redundancy consultation where the statutory collective consultation obligations do apply, see Practice Note: How to carry out Collective redundancy consultation.

Initial considerations—what kind of consultation is required

When dealing with a redundancy situation, one of the first things for the Employer to consider is whether it needs to consult collectively with staff (or appropriate representatives) or on an individual basis only.

The employer will need to consult collectively with staff in the following circumstances:

•
where it is proposing to dismiss as redundant 20 or more employees at one establishment within any period of 90 days or less, the employer has statutory obligations under the Trade Union and Labour Relations (Consolidation) Act 1992 (TULR(C)A 1992) to inform, consult, and notify the Secretary of State in advance, using Form HR1
•
even if the threshold for collective consultation is not reached, the employer

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Jurisdiction(s):

United Kingdom

Key definition:

Redundancy definition

What does Redundancy mean?

When an employee's role has diminished or disappeared such that it is no longer required by the employer.

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