Consultation Period
What is the consultation period?
The consultation period is the time an employer uses to discuss proposed changes at work—often redundancies, restructures, or significant contractual changes. The aim is to explain the reasons for the proposal, share relevant information, and listen to meaningful feedback before any final decisions are made. Consultation must be genuine and not a tick-box exercise. If you’re unsure whether your employer’s approach is fair, get help from The Workers Union’s team today.
Do I have to work during redundancy consultation period
In most cases, yes—you remain employed on your normal terms during consultation unless you are formally placed on paid leave or otherwise agreed. If attending a consultation meeting or preparing feedback makes work attendance difficult, you can request reasonable time off or adjustments. If you feel pressured to change duties or hours without agreement, get support from us so we can assess your options and next steps.
The Consultation Process in the UK
Individual redundancy consultation
Where fewer roles are at risk, employers consult with affected individuals. You should receive reasons for the proposals, selection criteria (if applicable), alternatives to redundancy, and the chance to challenge assumptions. Keep notes of every discussion, request written summaries, and ask for the data used to reach decisions.
Collective consultation
If an employer proposes 20 or more redundancies at one establishment within 90 days, collective consultation rules apply. Employers must consult representatives and follow minimum timeframes (for example, longer periods when 100+ roles are proposed). Collective processes do not replace your personal rights to an individual redundancy consultation—you should still have one-to-one meetings to discuss your situation.
Consultation Meetings: What to Expect
A consultation meeting should cover the business rationale, the selection pool, criteria and scoring (if used), and alternatives (such as redeployment, reduced hours, or voluntary exit). You can ask questions, challenge inaccuracies, and propose alternatives. After each meeting, request a written note and your scoring (if applicable). If you need adjustments—for example, for disability, caring responsibilities, or language support—ask early so the process remains fair.
Your rights and employer duties
- Information: Employers should share enough detail to allow informed feedback (e.g., financial or structural reasons, selection criteria, and timelines).
- Meaningful engagement: Employers must consider your proposals and respond before deciding.
- Fair selection and process: Selection criteria should be objective and consistently applied.
- Appeal and alternatives: You can propose redeployment, training, phased change, or other alternatives.
- Protection from detriment: Raising concerns about fairness should not lead to adverse treatment.
If you think the consultation process is rushed or predetermined, document concerns and get help immediately.
How The Workers Union can support you
We put UK workers first. Our specialists can review content in letters, meeting notes, selection criteria, and timelines to check compliance with consultation law and best practice. We’ll help you frame questions, prepare for meetings, and propose realistic alternatives that protect your income and future employability.
- Join The Workers Union for ongoing protection and guidance.
- Register for updates, news and information on consultation deadlines.
- Sign up for membership to access tailored strategies.
- Get support: Communicate securely for a same-day assessment.
- Get help: speak to our team about individual or collective consultation issues without delay.
FAQs
It’s the formal window for two-way discussion about proposed changes (often redundancies), where your employer must explain the case for change and consider your feedback.
There’s no single rule for individual cases, but it must be meaningful. For larger proposals, collective consultation minimum periods apply. If timing feels inadequate, get help from us to challenge it.
Usually yes, unless agreed otherwise. You should be allowed time for consultation meetings and preparation.
Request your scoring and evidence, set out detailed challenges, and propose alternatives. We can help you build a clear, factual response.
Policies differ—check your handbook or invite letter. If refused, note the reason and get support so we can advise on reasonable requests.
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