1. Workplace Issues Learning from the Frontline
IER
20th March 2013

2. Introduction (Slide 1) Government response to consultation on
changes to collective redundancies rules
December 2012:
What the proposals are?
What employers will still have to do?
How unions can respond/impact for trade unions.
First consider current legislation, s188 TULR(C)A
1992.

3. Collective Consultation – an Overview (Slide 2)
‘Where an employer proposes to dismiss as redundant 20 or more employees at one establishment within a period of 90 days or less the employer shall consult about the dismissal or the persons who are the appropriate representatives of any of the employees who may be affected’

4. Collective Consultation – an Overview (Slide 3)
Consultation must include:
Avoiding dismissals;
Reducing the number of dismissals; and
Mitigating the consequences of dismissals…
With a view to reaching agreement.
S188(4) provide information sufficient to allow
proper consultation.

5. Collective Consultation – an Overview (Slide 4)
S188(4) information:
1. The reasons for the proposals to dismiss;
2. The numbers and descriptions of employees proposed to be dismissed;
3. The total number of employees;
4. The method of selection;
5. The method of carrying out the dismissals;
6. The method of calculating redundancy pay;
7. the number of agency workers including the type of work they do and where they do it.

6. Government proposals (Slide 5)
Call for evidence and consultations on reform:
To reduce the consultation period;
To consider the issue of establishment; and
To consider excluding fixed term employees

7. Government Response – (Slide 6)
Proposals:
Consultation period where 100 or more employees halved from 90 to 45 days;
Definition of establishment to be included in guidance;
Fixed term contract employees excluded;
Non-statutory guidance on a number of key areas affecting collective redundancies
TULR(C)A 1992 (Amendment) Order 2013 in force 6 April 2013

8. What Employers will still have to do? (Slide 7)
Consult with appropriate reps where an employer proposes to dismiss between 20 and 99 employees for 30 days;
Enter into meaningful negotiations as per s.188(2);
Provide information under s.188(4).

9. Selection for Redundancy (Slide 8)
Two issues on the extent of the employer’s obligation;
1. Subjective/objective criteria for selection
2. What is the test where employees are required to apply for posts as part of a selection process

10. What UNIONS can do (Slide 9)
Remind employers:
that the 45 day consultation period is a minimum;
of their obligation to enter into meaningful negotiations under s.188(2);
that they may be at risk of claims for a protective award starting with 90days gross pay;
Argue less favourable treatment where fixed term employees are selected for redundancy;
Watch for employers who try to break down redundancies so that there are less than 20 redundant at one establishment. Jones and Ors v Sunlight Services

11. Conclusion (Slide 10) www.thompsons.law.co
Labour and European Law Review