Collective dismissal
What does collective redundancy involve?
Collective redundancy occurs when an employer, for economic or organisational reasons, dismisses multiple employees. If at least 20 employees are made redundant within a three-month period in a single area covered by the UK Redundancy framework, the reorganisation is governed by the Collective Redundancy Notification (CRN) regulations. In such cases, a notification must be submitted to the relevant authority and the trade unions are usually consulted.
Social partners may also be involved in drawing up a social plan, which outlines agreements on redundancy payments, support for finding new employment, training, and other financial assistance.
Employers must handle collective redundancy carefully, taking into account aspects such as:
- Preparing a reorganisation plan.
- Submitting a consultation request and guiding the advisory process with the works council.
- Assisting in determining the redundancy order, including applying the fair selection principle.
- Providing advice on redeployment efforts.
- Conducting negotiations with trade unions regarding a social plan.
- Supporting redundancy procedures with the relevant authorities on behalf of employers and employees.
- Preparing settlement agreements and conducting negotiations with employees.
If you would like to know more about individual redundancy, please see our individual redundancy page.
Our experience with collective redundancy
Our employment law solicitors have extensive experience in:
- Strategic guidance for reorganisations and collective redundancies.
- Advising on legal obligations and drafting social plans.
- Negotiating with trade unions.
- Proceedings with the relevant authorities or employment tribunal where necessary.
When should you engage a solicitor with knowledge of collective redundancy?
Engaging a specialised employment law solicitor is important in the following situations:
- When your company is considering downsizing, relocation, closure, or reorganisation affecting multiple employees.
- When advice is needed regarding obligations under the CRN regulations and other employment law requirements.
- During negotiations with trade unions over a social plan.
- During consultation and advisory processes with the works council or employee representatives.
- When negotiating settlement agreements with employees.
Our approach
Our approach is legally careful and strategically focused:
- Analysis of the situation and legal obligations.
- Consultation on a reorganisation plan including a social plan or complementary measures.
- Negotiations with trade unions and other stakeholders.
- Guidance during consultation processes with the works council or employee representatives.
- Legal support for redundancy procedures and mediation where possible.
Why choose our specialists in collective redundancy?
- In-depth knowledge of relevant regulations and collective redundancy law.
- Extensive experience in complex collective redundancy processes and procedures.
- Effective support during negotiations with social partners.
- Practical and legal assistance for employers and employees.
- Years of litigation experience in redundancy cases with authorities and employment tribunals.
If you need legal assistance with collective redundancy, contact us for strategic legal advice on collective redundancies and reorganisations.