Collective redundancy consultation / protective award

Overview

This page explains collective redundancy consultation and protective award claims in plain English, focusing on consultation duties, numbers affected, and remedy issues.

Common examples

• Employees say large-scale redundancies were planned without proper collective consultation.
• There is a dispute about how many dismissals counted and whether statutory thresholds were met.
• The employer says consultation steps were adequate or that an exception applied.

What tribunals often look at

• Whether the consultation duty arose on the facts.
• What consultation steps were actually taken and when.
• Whether any defence or special-circumstances argument is supported by evidence.