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Redundancy Consultation

Your employer is required by law to consult with your representatives.  Consultations should cover discussions on ways to avoid the redundancies altogether, or reduce the number of people being made redundant.

Your employer should also consult with you individually, giving you plenty of notice that you may be made redundant.  Your employer should tell you why the redundancies are happening, how many people will be affected, and discuss possible alternative options.

In all consultations your employer should encourage you to contribute, and he/she should be open to your ideas and suggestions.  Do take notes in the meetings, and don’t be afraid to ask questions, even if they make your employer uncomfortable.  For example, if you believe your employer has other reasons for making you redundant, rather than the ones he has given, say so.

If your employer is dismissing fewer than 100 employees, he should begin consultations at least 30 days before the first member of staff is due to be made redundant.

And if 100 or more employees are being made redundant, consultations should take place over at least 90 days.

If your employer fails to follow the correct consultation procedure, you could apply to an employment tribunal for a protective award, and your employer may have to pay you up to the equivalent of 90 days wages.