Collective consultation during redundancy: Changes under the Employment Rights Act 2025
Get the tools and resources that help you stay compliant with the changes to collective consultation during redundancy
Get the tools and resources that help you stay compliant with the changes to collective consultation during redundancy
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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Checklist for CIPD members
From 6 April 2026, the Employment Rights Act 2025 will double the maximum period of the collective redundancy Protective Award. Use this checklist to work through the areas you need to review to comply with the first of these changes when they come into force.
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.
Advice for managers when a member of staff on their team faces redundancy
Access the guide
Understand the law on redundancy processes, including collective consultation
Understand the current law
This factsheet outlines the key information about redundancy procedures
Factsheet on redundancyPlease 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.
Use the tracker to keep up to date with latest timeline and developments
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A round up of the year's statutory rates, including compensation limits, family friendly payments, statutory sick pay, minimum wage, disclosure and barring fees and National Insurance contribution
Keep up to date with the latest employment law developments and proposed future changes
Understand the impact the introduction of the Fair Work Agency will have on your practice
A round up of the year's statutory rates, including compensation limits, family friendly payments, statutory sick pay, minimum wage, disclosure and barring fees and National Insurance contribution
Keep up to date with the latest employment law developments and proposed future changes
An overview of the main differences in employment law between Northern Ireland and Great Britain (made up of England, Scotland and Wales)