Guide to redundancy obligations and timeline

12 months unlimited access:
£ 20

The guide outlines the obligations and timeline for employers during redundancies, ensuring compliance and supporting a smooth transition.

Why this guide is necessary

The purpose of this guide is to provide employers with a structured overview of the obligations and timeline involved in managing redundancies.

It helps employers understand the necessary stages and tasks, as well as the associated timeframes, to ensure compliance with employment laws and regulations. By following this guide, employers can effectively navigate the redundancy process, promote transparency, and support employees during this challenging period.

  • Employment Rights Act 1996: Provides statutory rights for employees, including notice periods, redundancy pay, and unfair dismissal protections.

  • Trade Union and Labour Relations (Consolidation) Act 1992: Regulates collective consultation requirements when making 20 or more employees redundant within 90 days.

  • Equality Act 2010: Prohibits discrimination during the redundancy process based on protected characteristics, such as age, gender, race, disability, etc.

  • Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): Covers situations where a business is transferred, requiring employee consultation and protection.

  • The Redundancy Payments (Continuity of Employment in Local Government, etc.) (Modification) Order 1999: Modifies redundancy payment provisions for certain local government employees.

  • The Information and Consultation of Employees Regulations 2004: Requires employers to inform and consult with employee representatives in redundancy situations.

  • Employment Tribunal Rules of Procedure: Provides a legal framework for resolving employment disputes related to redundancies through the tribunal system.

  • Health and Safety at Work Act 1974: Ensures employers provide a safe working environment during the redundancy process and beyond.

  • Statutory Maternity Pay (General) Regulations 1986: Covers maternity pay entitlements during redundancy situations for pregnant employees.

  • National Minimum Wage Act 1998: Sets minimum wage rates that must be maintained during the redundancy process.


Reading time icon
Time to read / prep / use
5 mins
Document specs icon
Word count / length
248 words, 1 page A4
Date last reviewed icon
Date last reviewed
1 July 2024
guide to redundancy obligations and timeline

Guide to redundancy obligations and timeline

The following timescales are indicative only.

Actual timescales will vary depending upon the complexity of the redundancy, and the number of employees.

Stage Task Timeframe
Identification of Redundancy Need Assess business reasons for redundancy As soon as the need arises
  Determine the number and roles at risk  
  Explore alternative options to redundancy  
Consultation Individual consultation 2-4 weeks
  Collective consultation 30 days or more
  Provide relevant information and reasons  
  Discuss alternatives and gather input  
Selection Criteria Establish fair and objective criteria Before consultation begins
  Communicate criteria to employees  
Notice and Redundancy Payments Provide written notice As per statutory requirements
  Calculate and pay redundancy payments  
  Inform employees of entitlements  
Alternative Employment Consider internal alternative roles Throughout consultation process
  Offer redeployment or retraining options  
  Provide support and training  
Termination and Appeals Conduct fair dismissals As per statutory requirements
  Allow time for appeals process Reasonable timeframe, typically 1-2
Post-Redundancy Support Offer ongoing support and assistance Throughout the transition period
  Provide career counseling and job search aid  
  Assist with obtaining new employment

A purchase is required to view    To view, please purchase.

A purchase is required to view    To view, please purchase.

Why choose our Guide to redundancy obligations and timeline?

Our content:

Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

Stop doing this:

Wasting money buying documents that don't meet best practice or legislation.
Wasting effort searching for free documents that lack implementation support.
Wasting time creating documents from scratch.