Question 1

What is the redundancy helpline?

Accepted Answer

The redundancy helpline is a dedicated advice line for UK employers running redundancies. It's answered by senior HR advisors and employment solicitors who handle redundancy processes every week, covering everything from a single role in a small business through to collective consultations affecting hundreds of employees. Call before you announce anything: getting the process right at the start is much cheaper than fixing it after a claim.

Question 2

When must I use collective consultation on a redundancy?

Accepted Answer

You must run collective consultation if you propose to make 20 or more employees redundant at one establishment within a 90-day period. 20 – 99 redundancies require at least 30 days' consultation before the first dismissal takes effect; 100 or more require at least 45 days. You must also file form HR1 with the Insolvency Service. The redundancy helpline can walk you through the timeline, the pool, the consultation questions and the reps process.

Question 3

How do I calculate statutory redundancy pay?

Accepted Answer

Statutory redundancy pay depends on age, length of service and weekly pay: 0.5 week's pay for each full year worked under age 22, one week for each year aged 22 to 40, and 1.5 weeks for each year aged 41 or over. Length of service is capped at 20 years and weekly pay is capped (the cap rises each April). Employees need at least two years' continuous service to qualify. The redundancy helpline includes a free calculator and can sense-check your figures.

Question 4

Can we offer voluntary redundancy first?

Accepted Answer

Yes. Many employers open a voluntary redundancy window before going into compulsory selection. Volunteers give the business more control over cost, timing and impact, and are much less likely to bring an unfair dismissal claim. However, you don't have to accept every volunteer: you can decline where losing that person would damage the business. The redundancy helpline can help you design a scheme that hits your target without gutting the team.

Question 5

What are the biggest risks in a redundancy?

Accepted Answer

The biggest risks are unfair dismissal (if you get the pool, selection criteria or consultation wrong), discrimination (if the criteria disadvantage a protected group), and, for collective processes, protective awards of up to 90 days' pay per employee if you don't consult properly. Failing to consider suitable alternative employment is another common trap. Every one of these is preventable with early advice from the redundancy helpline.

Question 6

Do you handle the whole redundancy process for us?

Accepted Answer

Yes if you want us to. The redundancy helpline can be a one-off advice call, or the front door to a full managed service where we draft the announcement, run individual consultation meetings by video, score employees against your criteria, handle appeals and issue the notices. Most employers use us for the scoring matrix, letters and appeal stage while running the consultation meetings themselves, but you choose the level of support.

Question 7

What is redundancy helpline under UK law?

Accepted Answer

Redundancy Helpline is a defined concept under UK employment law that affects how employers manage their workforce day-to-day. In plain English, redundancy helpline refers to the legal framework, rights and obligations that apply when an employer and employee deal with the matter at hand. Under UK law, getting redundancy helpline right means following the relevant statute (most commonly the Employment Rights Act 1996 or the Equality Act 2010), the ACAS Code of Practice where applicable, and any contractual terms that already apply between the parties. For UK employers, the practical importance of redundancy helpline is that mistakes are rarely about substance, they are almost always about process. Tribunals look at what you did, when you did it and whether you gave the employee a fair opportunity to respond. If you are unsure how redundancy helpline applies to your specific situation, speak to a qualified HR advisor before acting.

Question 8

How does redundancy helpline work for UK employers?

Accepted Answer

Redundancy Helpline works through a combination of statutory rights, the employment contract and reasonable employer behaviour. Under UK employment law, the employer typically carries the duty to act fairly, document decisions and consult with the employee before any change that materially affects their terms or status. In practice, employers should: (1) check whether the matter is covered by the contract or handbook; (2) confirm whether the Employment Rights Act 1996 or related legislation imposes a specific process; (3) follow the ACAS Code where it applies; and (4) record decisions in writing with a clear rationale. Failure to follow process is the single most common reason employers lose Employment Tribunal claims about redundancy helpline. Our HR advisors handle redundancy helpline for UK businesses every week, get in touch for guidance tailored to your situation.

Proposed redundancies in 90 days	Minimum period	Extra duties
Fewer than 20	No fixed minimum; individual consultation must still be meaningful	None
20 to 99	30 days before the first dismissal	Elect representatives, notify the Insolvency Service on form HR1
100 or more	45 days before the first dismissal	Elect representatives, notify the Insolvency Service on form HR1

Redundancy Helpline for UK Employers

Accreditations & memberships

Answer 6 quick questions

How many redundancies are you considering?

Redundancy: the sequence that keeps a programme defensible

The order of work

Consultation thresholds at a glance

Costs to budget for

Alternatives worth testing first

Redundancy Helpline FAQs

Related helplines

Employer Helpline

Employment Law Helpline

Employment Tribunal Helpline