Collective redundancy consultation rules: call for evidence
This was published under the 2010 to 2015 Conservative and Liberal Democrat coalition government
This consultation has concluded
Detail of outcome
This consultation ran from
Call for evidence seeking to establish the advantages and disadvantages of the current rules on collective redundancy consultation.
In the Employment Law Review, employers said that current rules on collective redundancy consultation slow their ability to restructure effectively and can put future business success at risk.
Since 1975 the UK has had a minimum time period before redundancies can take place after a consultation begins. We are conducting this review due to:
- the increase in the pace of decision-making in all areas of life
- the need for the labour market to generate economic growth in a global economic downturn
The call for evidence considers:
- the consultation process, including the ability to reach agreement and the issue of establishment
- minimum periods for consultation and notification
- high impact redundancies
- Transfer of Undertakings (Protection of Employment) Regulations (TUPE) and insolvency legislation