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redarrow Return to the main Redundancy section
redarrow Redundancy – the law
redarrow Large Scale Redundancies
redarrow Company Administration or Insolvency?
redarrow Redundancy – What am I entitled to?
redarrow Alternative Employment

Large Scale Redundancies

If twenty or more people are made redundant at one time in one business establishment, then the employer is obliged to notify the Department of Trade & Industry on a form called a HR 1 and also to commence a consultation process for 30 days.

If a hundred or more employees to be made redundant at the same establishment, then the employer is obliged to commence a consultation process for 90 days. In large scale redundancies, if there is union recognition, the employer is obliged to consult with the Union. If there is no Union recognition at the place of employment, then the employer must arrange for employee representatives to be elected in order to consult with management on your behalf. There is still an obligation of course for individual consultation as previously discussed.

If the employer fails to comply with the 30 day consultation or the 90 day consultation rule depending on the numbers, then that can trigger a claim by the employees for a “protective award”. If there is Union recognition, only the Union can make a claim for a protective award. If there is not Union recognition, then the only way a protective award claim can go ahead is if a claim is lodged at the Employment Tribunals within the 3 month time frame.

If you are facing redundancy visit our redundancy pages.
If you are being unfairly Dismissed, visit our Unfair Dismissal pages.
If you are being disrciminated against due to race, visit our Race Discrimination pages.
If you are considering going to an Employment Tribunal then see our Employment Tribunal pages.
If you are facing Constructive Dismissal, visit our Constructive Dismissal pages.
If you are losing your job due to Misconduct or Gross Misconduct, visit our Misconduct or Gross Misconduct pages.
If you are losing your job due to Capability then visit our Capability pages.
If you think you may be suffering from disability discrimination then visit our disability discrimination pages.
If you are being asked to sign a Compromise Agreement, then visit our Compromise Agreement pages.
If you are being put on Garden Leave then please see our Garden Leave pages

The site author/owner has endeavoured to give clear information to benefit the reader. The information is no substitute for obtaining specific advice about any claim you may have from a person qualified to give it. The examples, and circumstances described etc bear no relation to any actual case and any resemblance to real circumstances is purely accidental and unintentional. The site author/owner accepts no liability for any mistake, error or inconsistency in the text and the reader should ALWAYS OBTAIN specific advice about his/her own situation. In order to assist the reader, you can give your details so that a qualified advisor can call you free of charge and assist you further via CLAIM EVALUATOR