From 6 April 2026, the Employment Rights Act 2025 will double the maximum period of the collective redundancy protective award from 90 days to 180 days.

In 2027 a new threshold test will be introduced meaning that employers proposing 20 or more redundancies ‘at one establishment’ OR a certain number/percentage of employees are affected across the employing entity must carry out collective consultation. This new threshold test is yet to be determined and will be set out in regulations.

This page brings together the resources and information you need to understand these changes, when it’s happening and how to comply.

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Useful resources for managing collective consultation during redundancy

Explore resources to help you comply with legislation relating to collective consultation during redundancy.

Please note, these resources outline the current legislation in this area. These laws should still be followed until any changes come into force (expected dates are outlined on the Employment Rights Act 2025 tracker). We will update the content once any changes are enforced.

Guide on redundancy

Step-by-step advice on how to manage the redundancy process

Access the guide

Guidance for managers

Advice for managers when a member of staff on their team faces redundancy

Access the guide

Current law on redundancy

Understand the law on redundancy processes, including collective consultation

Understand the current law

Get an introduction to redundancy

This factsheet outlines the key information about redundancy procedures

Factsheet on redundancy

Disclaimer 

​Please note: While every care has been taken in compiling this content, CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice. 

Employment Rights Act
2025 tracker

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