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
Error.
No results.
Record numbers of visa sponsor licences revoked for rule breaking
12/09/2025
The UK Immigration policy is moving towards a restrictive system: record numbers of businesses are now banned from employing skilled foreign workers.
The evolving nature of risk: Lessons in corporate resilience
27/08/2025
The concept of risk and reward is as old as time itself.
Summary of Employment Rights Bill implementation
19/08/2025
Focussing on the four key areas of the Employment Rights Bill
{name}
{properties.pageSummary}
{properties.headline}
{properties.pageDate|date:dd/MM/yyyy}
{properties.shortDescription}
