In cases of collective redundancy, what information, if any, do we have to provide in writing to employee representatives?
You have to disclose the following, in writing, to the appropriate representatives during the consultation process:- the reasons for your proposals
- the number and description of employees whom you propose to make redundant (for example, 10 shop floor workers)
- the total number of employees of that description employed at the establishment in question (for example, 32 shop floor workers)
- the proposed method of selecting people to be made redundant
- the proposed method of carrying out the dismissals, including the period over which the dismissals are to take effect (for example, five notices to be issued within the next three months, and another five at the end of the year)
- the proposed method of calculating the amount of any redundancy payments to be made (other than statutory redundancy payments)
Related Resources
in the Legal Information Centre
- We need to make some people redundant. Is it advisable to establish a formal redundancy procedure, and if so, what should it cover?
- How much notice do we have to give of proposed redundancies?
- How much do we have to pay in redundancy pay?
- Will we run into problems if we just weed out the people we would like to get rid of?
