Employer Duties in Collective Redundancy – Notifications, Representatives and Information Sharing
- Employment Law
- 14th Sep 2025
Notifying the Secretary of State Employers planning to dismiss 20 or more staff in a 90-day period at one establishment must notify the Secretary of State. This is done by completing form HR1 and sending it to the Insolvency Service. The notice must be given before any dismissal notices are issued. The timing is strict: […]
By Amy Jefferson
mlplaw
Notifying the Secretary of State
Employers planning to dismiss 20 or more staff in a 90-day period at one establishment must notify the Secretary of State. This is done by completing form HR1 and sending it to the Insolvency Service.
The notice must be given before any dismissal notices are issued. The timing is strict:
- At least 30 days before the first dismissal, if 20 to 99 redundancies are proposed
- At least 45 days before the first dismissal, if 100 or more redundancies are proposed
Failure to notify is a criminal offence. It can lead to uncapped fines and may also make directors and managers personally liable if the breach is linked to their consent or neglect.
Employee Representatives
Employers must identify affected employees and confirm if they are covered by a recognised trade union. If there is no union, the employer must arrange elections for staff representatives.
The election process must be fair and transparent. All affected employees should have the chance to stand and vote. Where the number of candidates equals the number of roles, no ballot is needed.
Information to Provide During Consultation
Before consultation begins, employers must provide representatives with certain information, including:
- The reasons for the redundancies
- The number and type of staff affected
- The total number of employees in those categories
- The proposed selection methods
- The method for calculating redundancy payments
- Details of agency staff and their roles
This ensures that consultation is meaningful and focused on ways to avoid dismissals, reduce numbers, or ease the impact on employees.
Failure to comply can lead to protective awards of up to 90 days’ pay for each affected employee.
Collective redundancy consultation requires more than meetings with staff. It includes strict duties to notify the government, elect representatives, and share detailed information. Employers who meet these obligations reduce the risk of legal penalties and protect their reputation.
About the expert
Amy Jefferson
Paralegal - Employment Law
Following the completion of her undergraduate degree in Law, Amy started her legal career at a trade union law firm based in Sheffield in September 2022.
Amy’s interest in legal practice began following a series of trips to the Manchester Crown Court public gallery with her Grandad. What started as a few day trips sparked a real interest in legal practice and a few years later she undertook work experience with a high street firm in Bramhall specialising in employment law.
This area was further explored during university by studying an elective module in employment law and completing a part time work placement in employment law alongside studies in her final year. After university, looking to explore her options she began working in personal injury. However, quickly missing the pace and range of employment law, she returned to the area and has found the work to be meaningful and rewarding.
In her spare time, Amy likes to attend live music events and go for walks in the Peak District.
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