Redundancy Consultation Checker
Answer a few questions about how your employer handled your redundancy and we'll tell you whether the correct legal consultation process was followed — and what your options are if it wasn't.
How many employees were proposed for redundancy at your establishment within 90 days?
Count the total number your employer proposed to make redundant — not just your team or department. "Establishment" means the site or workplace, not the whole company if it has multiple sites.
Redundancy Consultation Rights Explained
Understand exactly what your employer was legally required to do — collective consultation, the HR1 notification, individual meetings, selection criteria, and what you can claim if they got it wrong.
Read the Guide →How to Use This Checker
Work through the eight questions about your redundancy situation. The checker covers the main legal requirements your employer must follow under the Trade Union and Labour Relations (Consolidation) Act 1992, the Employment Rights Act 1996, and the general duty to act fairly.
The tool gives you a clear breakdown of which requirements appear to have been met and which may not — and explains what each potential breach means for you.
The checker flags issues based on your answers. It is not legal advice — but it gives you a well-informed starting point before speaking with Acas or an employment solicitor.
The Two Layers of Redundancy Consultation
Redundancy consultation has two distinct layers, both of which must be followed:
| Layer | When it applies | Minimum period | Consequence if breached |
|---|---|---|---|
| Collective consultation | 20+ redundancies at one establishment within 90 days | 30 days (20–99) or 45 days (100+) | Protective award up to 90 days' gross pay |
| Individual consultation | Every single redundancy, regardless of number | No fixed minimum — must be meaningful | Potential unfair dismissal claim |
Frequently Asked Questions
What is the minimum redundancy consultation period?
For 20–99 redundancies at one establishment within 90 days, collective consultation must begin at least 30 days before the first dismissal. For 100 or more, it is at least 45 days. For fewer than 20 redundancies, there is no minimum collective period — but individual consultation must still be meaningful.
What is a protective award?
A protective award is compensation you can claim at an employment tribunal if your employer failed to comply with collective consultation requirements. It is worth up to 90 days' gross pay per affected employee, with no upper cap. Where an employer is insolvent, protective award claims can be made to the National Insurance Fund via the Insolvency Service.
Does my employer have to notify the government?
Yes. Where 20 or more redundancies are proposed at one establishment within 90 days, the employer must notify BEIS by filing an HR1 form — at least 30 days before the first dismissal where 20–99 are affected, and at least 45 days before where 100 or more are affected. Failure to notify is a criminal offence punishable by an unlimited fine.
Can I challenge the selection criteria?
Yes. You have the right to know what selection criteria were used and how you scored. If the criteria were not objective — or if you scored lower due to factors related to a protected characteristic (age, disability, pregnancy, etc.) — you may have grounds for both unfair dismissal and discrimination claims.
How long do I have to make a tribunal claim?
For unfair dismissal and protective award claims, you must contact Acas to begin early conciliation within 3 months minus one day of the effective date of termination. This is a strict deadline — missing it almost always bars you from bringing the claim. Seek advice promptly.
What if fewer than 20 people were made redundant?
Collective consultation rules do not apply below 20 redundancies. However, your employer still had a duty to consult you individually in a meaningful way before confirming your dismissal, to apply fair selection criteria, and to consider suitable alternative employment. Failure on any of these can support an unfair dismissal claim (provided you have at least 2 years' continuous service).