Get the tools and resources that help you stay compliant with the changes to collective consultation during redundancy
The penalty facing employers for failing to carry out proper collective consultation in redundancies has doubled. Under changes in the Employment Rights Act 2025 the maximum Protective Award has increased from 90 days to 180 days.
In 2027 a new threshold test will be introduced meaning that employers must carry out collective consultation if proposing 20 or more redundancies ‘at one establishment’ OR where a certain number/percentage of employees will be affected across the employing entity. 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 they are happening and how to comply.
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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 redundancy
Templates, infographics and flowcharts to help manage the redundancy process
Redundancy toolsPlease 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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