In the current economic climate, we anticipate that in 2023 many organisations will have to consider redundancies or a change to terms and conditions of employment in order to save costs.
Depending on the numbers involved, this may trigger a duty to collectively consult. Failure to comply with such a duty can lead to employment tribunal claims for a protective award of up to 90 days' gross pay for each affected employee. This is intended to punish the employer for not complying with its obligations.
As the consequences of getting it wrong can be significant, it is important to be aware of when the duty to collectively consult arises and what is required to comply with this obligation. We have set out below our top 10 tips.
Written by
Related News, Insights & Events
Webinar: Essential elements of employment training
03/02/2025
We are delighted to launch our next “Essential Elements of Employment” training series, bringing legal issues to life in virtual webinars that are practical and meaningful.
Webinar: Employment Law Lab
28/01/2025
With employment law reform through the Employment Rights Bill in the pipeline, naturally trade union rights are high on the agenda for the present UK Government.
Proposed amendments to the Employment Rights Bill: Our year-end wrap up
On 10 October 2024, the Employment Rights Bill 2024-25 (ERB) was introduced to Parliament. It had its second reading on 21 October 2024 and is currently at the Committee stage.
