A redundancy consultation meeting is a formal discussion between an employer and an employee who may be affected by a proposed redundancy. Consultation meetings form a key part of a fair redundancy process and are designed to give employees an opportunity to understand the reasons for the proposed redundancy, ask questions, challenge decisions, suggest alternatives, and discuss ways to avoid dismissal.

In employment law, consultation is not simply a matter of informing employees that they are losing their jobs. A genuine consultation requires meaningful dialogue before final decisions are made. Employers are expected to listen to employees’ views, consider alternative proposals, and allow sufficient opportunity for concerns to be raised. Failure to conduct proper consultation can result in claims for unfair dismissal and, in larger redundancy exercises, significant financial penalties.

This article explains what a redundancy consultation meeting is, why it is important, what happens during the meeting, employee rights, employer obligations, common mistakes, and the legal consequences of failing to consult properly.

Understanding Redundancy Consultation

Redundancy consultation is a process that takes place before an employer makes final decisions regarding redundancies.

The purpose of consultation is to allow affected employees to participate in discussions about:

• Why redundancies are being proposed.
• Whether redundancies can be avoided.
• How employees are being selected.
• Alternative employment opportunities.
• Ways of reducing the impact of job losses.

Both government guidance and Acas guidance emphasise that consultation should be genuine and meaningful rather than a mere formality. Employers should consult before final decisions are made and should seriously consider employee suggestions, even if they ultimately decide not to adopt them.

What Is a Redundancy Consultation Meeting?

A redundancy consultation meeting is a meeting held as part of the consultation process between an employer and an employee whose role is at risk of redundancy.

The meeting provides an opportunity for:

• The employer to explain the situation.
• The employee to understand the proposals.
• Questions to be asked.
• Alternative solutions to be discussed.
• Concerns to be raised.
• Selection decisions to be challenged where appropriate.

Consultation meetings can take place in person, remotely by telephone, or through video conferencing where appropriate. Acas recognises that meetings can be conducted remotely where both parties agree and there is a genuine reason for doing so.

Why Are Redundancy Consultation Meetings Important?

Consultation meetings are one of the most significant safeguards in redundancy law.

For employers, they help demonstrate that:

• The redundancy process is fair.
• Employees have been treated reasonably.
• Alternative options have been considered.
• Selection decisions have been properly reviewed.

For employees, consultation meetings provide an opportunity to:

• Obtain information about the proposed redundancy.
• Challenge incorrect assumptions.
• Suggest cost-saving alternatives.
• Explore redeployment opportunities.
• Raise concerns about selection criteria.
• Protect their legal rights.

An employer that fails to consult properly may find it difficult to defend an unfair dismissal claim before an Employment Tribunal.

When Must Redundancy Consultation Meetings Take Place?

Consultation meetings should occur before any final redundancy decision is made.

Employers should begin consultation at a stage when proposals remain open to discussion and change.

If an employer has already effectively decided which employees will be dismissed before consultation begins, a tribunal may conclude that the consultation was not genuine.

Meaningful consultation requires that employees still have an opportunity to influence the outcome.

Individual Consultation Meetings

What Is Individual Consultation?

Individual consultation involves direct discussions between the employer and the affected employee.

Where fewer than 20 redundancies are proposed, employers are generally expected to consult individually with employees at risk of redundancy. Although legislation does not prescribe a specific procedure for individual consultation, failure to consult may contribute to a finding of unfair dismissal.

Acas guidance recommends meeting affected employees privately at least once as part of the process.

How Many Consultation Meetings Should There Be?

There is no statutory requirement specifying a particular number of consultation meetings.

The appropriate number will depend on:

• The complexity of the redundancy exercise.
• The number of employees affected.
• Whether alternative proposals require consideration.
• Whether employees raise concerns requiring further discussion.

In practice, employers often hold multiple meetings over several weeks to allow sufficient time for consultation and consideration of employee feedback.

The key legal requirement is that consultation must be meaningful rather than rushed or superficial.

What Happens During a Redundancy Consultation Meeting?

Although procedures vary between employers, consultation meetings commonly cover several core topics.

The Reasons for the Proposed Redundancy

The employer should explain:

• Why redundancies are being proposed.
• The business circumstances involved.
• Why particular roles are affected.
• The organisational changes being considered.

Employees should have an opportunity to ask questions and request clarification.

Selection Pools

Where a redundancy selection pool exists, employers may explain:

• Which employees are included.
• Why the pool has been chosen.
• Why certain employees are included or excluded.

Employees may challenge the composition of the pool if they believe it is unfair.

Selection Criteria

Employers should explain the criteria being used to select employees for redundancy.

Examples may include:

• Skills.
• Qualifications.
• Experience.
• Performance records.
• Attendance records.
• Disciplinary history.

Employees should have an opportunity to question how these criteria have been applied.

Alternatives to Redundancy

One of the primary purposes of consultation is to identify alternatives to dismissal.

Possible alternatives may include:

• Redeployment.
• Retraining.
• Reduced working hours.
• Job sharing.
• Voluntary redundancy.
• Temporary cost-saving measures.
• Reorganisation of duties.

Acas encourages employers to discuss ways of avoiding or reducing redundancies wherever possible.

Suitable Alternative Employment

Employers should consider whether suitable alternative vacancies exist elsewhere within the organisation.

Consultation meetings may involve discussion of:

• Available vacancies.
• Required qualifications.
• Trial periods.
• Relocation opportunities.
• Changes in pay or responsibilities.

Identifying alternative employment can sometimes avoid redundancy altogether.

Employee Questions and Feedback

Employees should be encouraged to raise concerns and provide feedback.

Examples include:

• Challenging selection scores.
• Suggesting alternative savings measures.
• Highlighting inaccuracies in records.
• Identifying available vacancies.
• Raising concerns about discrimination.

A genuine consultation process requires employers to listen to and seriously consider employee proposals.

Collective Consultation Meetings

When Does Collective Consultation Apply?

Collective consultation obligations generally arise where an employer proposes making 20 or more employees redundant within a 90-day period at one establishment.

Collective consultation takes place alongside individual consultation rather than replacing it.

Who Participates in Collective Consultation?

Employers must consult with:

• Recognised trade union representatives; or
• Elected employee representatives where no recognised trade union exists.

Representatives discuss proposals on behalf of affected employees and may raise collective concerns about the redundancy process.

What Must Be Discussed?

Collective consultation must address:

• The reasons for the redundancies.
• Ways to avoid redundancies.
• Ways to reduce the number of dismissals.
• Ways to minimise the impact on employees.
• Selection methods.
• Proposed redundancy procedures.

The aim is to seek solutions and explore alternatives before dismissals occur.

Can Employees Bring Someone to a Consultation Meeting?

Unlike disciplinary and grievance hearings, there is generally no automatic statutory right to be accompanied at an individual redundancy consultation meeting.

However:

• Employers may permit a companion.
• Workplace policies may allow accompaniment.
• Collective agreements may provide additional rights.

Acas recommends that employers consider allowing employees to bring someone for support during one-to-one consultation meetings. A companion may provide assistance, observe proceedings, or help the employee present concerns.

What Makes a Consultation Meeting Meaningful?

A meaningful consultation meeting typically involves:

• Early communication.
• Open discussion.
• Genuine consideration of employee views.
• Adequate information sharing.
• Sufficient time for reflection.
• A willingness to consider alternatives.

Consultation should not be a process where decisions have already been finalised.

Acas guidance emphasises that employers should genuinely consider suggestions made by employees and should be able to demonstrate that they have done so.

Common Mistakes Employers Make During Consultation

Employers sometimes expose themselves to legal risk by:

Conducting Consultation Too Late

Consultation should begin before decisions are finalised.

Failing to Consider Employee Suggestions

Ignoring reasonable proposals may undermine the fairness of the process.

Providing Insufficient Information

Employees need enough information to understand and respond to the proposals.

Applying Unfair Selection Criteria

Selection criteria should be objective, measurable and consistently applied.

Treating Consultation as a Formality

Tribunals frequently scrutinise consultation processes that appear predetermined or superficial.

Employee Rights During a Consultation Meeting

Employees involved in redundancy consultation generally have the right to:

• Receive information about the proposed redundancy.
• Be consulted before final decisions are made.
• Ask questions.
• Challenge selection decisions.
• Suggest alternatives.
• Apply for suitable alternative roles.
• Raise discrimination concerns.
• Appeal redundancy decisions where applicable.
• Bring legal claims where the process is unfair.

What Happens After a Consultation Meeting?

Following consultation meetings, an employer may:

• Consider employee feedback.
• Review selection decisions.
• Amend proposals.
• Identify alternative roles.
• Continue consultation through additional meetings.
• Confirm redundancy decisions.

Where redundancy proceeds, employees may receive notice of dismissal, details of redundancy pay, and information regarding appeal procedures.

What If an Employer Fails to Hold Proper Consultation Meetings?

Failure to consult properly can have serious consequences.

Potential claims include:

Unfair Dismissal

Employees with qualifying service may bring unfair dismissal claims if the redundancy process was procedurally unfair.

A genuine redundancy situation does not automatically make a dismissal fair if consultation was inadequate.

Protective Awards

In collective redundancy situations, employers that fail to comply with consultation obligations may face protective awards.

Since April 2026, Employment Tribunals can award up to 180 days’ pay per affected employee for failures relating to collective consultation.

Discrimination Claims

If consultation procedures or selection decisions involve unlawful discrimination, employees may also bring claims under the Equality Act 2010.

Time Limits for Employment Tribunal Claims

Employees considering legal action should be aware of strict time limits.

Most unfair dismissal claims must generally be brought within three months less one day from the effective date of termination.

Before issuing proceedings, prospective claimants are usually required to commence Acas Early Conciliation.

Failure to comply with tribunal deadlines may prevent a claim from proceeding.

Common Questions from our Readers

Is a redundancy consultation meeting the same as a dismissal meeting?

No. A consultation meeting takes place before a final decision is made and allows discussion about the proposed redundancy.

How long should a redundancy consultation meeting last?

There is no fixed legal requirement. The length will depend on the complexity of the issues being discussed.

Can an employee challenge redundancy selection during a consultation meeting?

Yes. Employees can question selection criteria, challenge scores, and provide evidence supporting their position.

Can consultation stop a redundancy from happening?

Sometimes. Consultation may identify alternatives such as redeployment, restructuring, reduced hours, or voluntary redundancy arrangements.

Does an employer have to agree with employee suggestions?

No. However, employers should genuinely consider proposals and be able to demonstrate that they have done so.

Conclusion

A redundancy consultation meeting is a crucial part of a fair redundancy process. It provides employees with an opportunity to understand proposed changes, challenge decisions, suggest alternatives, and protect their legal rights before any final redundancy decision is made. Consultation is intended to be a genuine exchange of information and ideas rather than a simple announcement of a predetermined outcome.

Employers should ensure that consultation meetings are meaningful, transparent, and conducted at an early stage. Employees should actively participate, ask questions, review selection criteria, and explore alternatives to redundancy wherever possible. Where consultation is inadequate or merely symbolic, employers may face unfair dismissal claims, protective awards, and other legal consequences. Understanding the purpose and operation of redundancy consultation meetings is therefore essential for anyone involved in a redundancy process.