From 6 April 2026, the Employment Rights Act 2025 will set in a place a doubling of the maximum period of collective redundancy protective award, where employers fail to properly consult. The potential protective award will rise from 90 days' pay to 180 days. Furthermore, consultations are underway to establish a new threshold test for triggering collective redundancy obligations.

For people professionals, understanding the new legal implications is one thing, but managing redundancy requires clear policies and effective people management. Redundancy is often deeply distressing for those affected and can have a wider impact on morale, trust and productivity. It should always be considered the last resort. But, if managed fairly and compassionately, can make a big difference to the experience of the employee and how valued the rest of your team feel.

Join this webinar to explore:

  • What is set to change under the Employment Rights Act 2025, and what those changes mean in practice for collective consultation
  • How organisations can mitigate the wider impact of redundancies on employee wellbeing, morale, trust, while protecting performance and productivity
  • How people professionals can lead collective consultation and redundancy processes with compassion, fairness and confidence

 

Attendees can submit questions in advance using ContentTeam@cipd.co.uk