Individual consultation meeting checklist form template

£ 15

If you are holding an individual redundancy consultation meeting, use this model checklist to ensure that all important discussion areas are covered.

Reading time icon
Time to read / prep / use
5 mins
Document specs icon
Document specs
208 words, 1 page
Date last reviewed icon
Date last reviewed
1 June 2024
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individual consultation meeting checklist form template

What is this form for?

An individual redundancy consultation meeting checklist is a document that outlines the topics that need to be covered during a one-on-one meeting between an employer and an employee who is at risk of being made redundant. The purpose of this checklist is to ensure that the consultation process is fair, transparent, and consistent.

By using a checklist, employers can ensure that all relevant information is discussed and that the employee has an opportunity to provide input and ask questions. This can help to minimise the risk of legal claims or disputes arising from the redundancy process.

Best practice timescale for this to be issued
When should this form be used?
During the meeting itself
Issued by who, to whom
Who should issue this form, and to whom?
The Employer (you) to the Employer (you)
Applicable legal jurisdiction
In which jurisdiction can this form be used?
Great Britain & NI (United Kingdom)

Here are some key UK employment legislation that employers should consider when implementing an individual redundancy consultation meeting checklist:

  • The Employment Rights Act 1996: This sets out the legal requirements for employers to consult with employees who are at risk of redundancy, including the duty to provide information about the proposed redundancies and the opportunity for employees to comment on the proposals.

  • The Trade Union and Labour Relations (Consolidation) Act 1992: This provides guidance on the consultation process and the requirement to consult with employee representatives where relevant.

  • The Equality Act 2010: This prohibits discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. Employers must ensure that the redundancy selection criteria do not unfairly discriminate against any of these protected characteristics.

  • The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): This legislation applies when a business or part of a business is transferred to a new employer. In such cases, the new employer must consult with affected employees about any proposed redundancies.

  • The ACAS Code of Practice on Disciplinary and Grievance Procedures: This provides guidance on the handling of disciplinary and grievance issues, including the need for clear communication and consultation with employees.

Individual consultation meeting checklist

Task Description Tick
Reasons Check that the employee understands the reasons for the proposed redundancy.  
Alternatives Explain to the employee whatever alternatives were examined.  
Suggestions Seek any recommendations from employees to avoid redundancies (e.g., decreasing hours/pay).  
Process Check that the employee understands the procedure and answer any queries that they may have about it.  
Selection criteria Seek comments on the suggested selection criteria and respond to any questions that arise.  
Individual score Respond to questions about the employee's specific score (if this is a meeting after scoring has taken place).  
Other vacancies Confirm with the employee what alternative roles are available and how to apply for them.  
Support available Confirm any assistance offered to the employee, such as assistance with job searching.  
Redundancy pay Make sure the employee understands how redundancy pay is calculated.  
Termination arrangements Confirm arrangements for working notice, holiday entitlement and other termination details in the event of redundancy  

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