Redundancy Consultation Rights: A Practical Guide for Employees

Consultation should happen before the decision

Redundancy is not simply a label an employer can attach to a dismissal. A genuine redundancy usually involves a reduced need for employees to do particular work, a workplace closure, or a business closure. Consultation should normally happen while the proposal is still open to change, not after the employer has already made a final decision.

A fair process will usually explain why redundancies are being considered, which roles are at risk, how the pool was chosen, what selection criteria will be used, and whether alternatives have been explored. Where 20 or more redundancies are proposed at one establishment within 90 days, separate collective consultation rules may also apply.

Questions to ask during consultation

• Why is my role at risk, and what evidence supports the business need?

• Who is in the selection pool, and why were they included or excluded?

• What suitable alternative roles, trial periods, retraining, or reduced-hours options have been considered?

Warning signs

Warning signs can include a very short consultation, vague scoring, a pool of one without explanation, new hires doing similar work, or comments suggesting the outcome was predetermined. Employees should ask for the scoring matrix, challenge inaccuracies, and keep a written record of every consultation meeting.

If you are dismissed for redundancy, check your notice, holiday pay, statutory redundancy pay, appeal rights, and tribunal deadline. Time limits can be short, so take advice promptly if you believe the process was unfair.