|"Independent Redundancy Help" - Established since 2000
Consultation period - What
It is vital that the employer informs the workforce of who will be
made redundant and why, as soon as possible. This gives the workforce
or their representatives the opportunity to put forward alternative
proposals for consideration by the employer.
Regardless of however many redundancies are proposed, the employer should
consult with the employees and their representatives.
Employee representatives can be part of an already existing consultative
body or be elected specifically to deal with redundancy issues.
Employers should not issue redundancy notices or make any kind of public announcements without this prior consultation taking place. Notices may then be issued once significant and meaningful consultation has occurred.
Where redundancies are proposed, consultation with employees and their representatives should begin as soon as possible and must begin
Where it is felt that the employer has failed in any way to meet the
consultation requirements, for example, by reducing the consultation
period or by failing to consult on how redundancies may be avoided,
a complaint can be made to a tribunal.
If you are making a claim check the jurisdiction list on the employment tribunals web site first at the following web site:
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