The short answer
A fair redundancy consultation starts while proposals can still change. Explain the business rationale, affected roles, proposed selection pool and criteria; listen to alternatives; apply objective criteria consistently; search for suitable alternative employment; and confirm decisions, notice, pay and appeal in writing. Consultation must be genuine, not a decision already made.
What employers need to know
- Identify a genuine redundancy situation and avoid selecting an individual first.
- Consult meaningfully before final decisions.
- Use a reasonable pool and objective, evidenced selection criteria.
- Consider ways to avoid or reduce dismissals and suitable alternative work.
- Check collective consultation rules separately where 20 or more dismissals are proposed.
A practical process
Plan the proposal
Document the rationale, roles affected, provisional pool, criteria and timetable.
Warn and consult
Share sufficient information and invite questions, alternatives and representations.
Select fairly
Score consistently using reliable evidence and discuss provisional outcomes.
Confirm the outcome
Set out reasons, notice, redundancy pay, holiday, alternatives and appeal.
Example
If two administrative roles reduce to one, consultation should examine the proposed pool, criteria and alternatives before either employee is selected.
When to take advice
Pregnancy, family leave, disability, trade-union activity and other protected factors must not influence selection.
Frequently asked questions
Is there a minimum consultation period for fewer than 20 redundancies?
There is no fixed statutory minimum, but consultation must still be meaningful and take place before the decision is final.
Should employees be allowed to appeal?
An appeal is good practice and helps identify process, scoring or evidence problems.
Official and primary sources
General information for employers in Great Britain, not legal advice. Check current official guidance and obtain advice for your circumstances.