Collective redundancy consultation: the rules.

When you propose to make 20 or more employees redundant at one establishment within any 90-day period. Count everyone you propose to dismiss in that period, not only those in one round.

• 20 to 99 proposed redundancies: at least 30 days before the first dismissal takes effect.
• 100 or more: at least 45 days (90 days in Northern Ireland).

Consultation must start in good time, and be carried out with a view to reaching agreement with the representatives (section 188), including about ways to avoid the dismissals or reduce their number.

A recognised trade union. If there is none, invite the employees affected to elect representatives and consult them; only if they don’t elect any do you give the information to each employee. Give them in writing:

• the reasons for the redundancies;
• the numbers and kinds of employees involved;
• how you plan to select people;
• how you will carry the redundancies out and work out redundancy pay.

Notify the Redundancy Payments Service on form HR1, online, before consultation starts: at least 30 days before the first redundancy, or 45 for 100 or more. Failing to notify can mean an unlimited fine.

If you don’t consult properly, a tribunal can order a protective award of up to 180 days’ pay for each employee affected, up from 90 days before 6 April 2026 (Employment Rights Act 2025). In Northern Ireland it is up to 90 days.

There are no set rules for consultation below 20, but you should still consult each person fully. Without it, a tribunal could find the dismissals unfair. Our redundancy pay calculator works out the statutory payment for each person.