Redundancy is one of the most legally complex and financially exposed areas of employment law. From 6 April 2026, the maximum protective award for failure to comply with collective consultation obligations doubles from 90 to 180 days’ full pay per affected employee under the Employment Rights Act 2025. Getting the process right has never been more important.
This template covers:
- Alternatives to redundancy – the measures that must be explored before confirming redundancies
- Voluntary redundancy – the process and the organisation’s right to refuse applications
- Collective consultation – all three scenarios: recognised union, existing representatives, and no representatives
- Statutory minimum consultation periods for 20–99 and 100+ redundancies
- Information to be provided during consultation
- Individual consultation – the at-risk process and selection criteria
- Alternative employment – trial periods, ring-fencing, and the consequences of unreasonable refusal
- Enhanced protection for pregnant employees and those on or recently returned from family leave
- Time off to seek work – for employees with 2+ years’ service; Outplacement support
- Statutory redundancy payments – calculation
- Notice and payment in lieu provisions; An important note on ERA 2025: protective award doubles to 180 days from 6 April 2026
All fields requiring your organisation’s specific details are clearly marked for completion. Full guidance notes and relevant legislation are included.
