WORKPLACE ANSWER
What Happens During a Redundancy Consultation?
Understand what a redundancy consultation is for, what you may be asked or told, how to prepare and the questions and alternatives you may want to discuss before a final decision is made.
Quick Answer
A redundancy consultation is an opportunity for your employer to explain the proposed redundancy and for you to ask questions, raise concerns, provide information and suggest alternatives.
Being invited to consultation does not necessarily mean a final redundancy decision has already been made. Consultation should happen while redundancy is still being considered.
What Is a Redundancy Consultation For?
Redundancy consultation should take place while redundancy is still being considered. It gives your employer and you an opportunity to discuss the proposal before a final decision is made.
Depending on the circumstances, consultation may cover:
- the proposed business changes
- why particular roles are at risk
- ways redundancy might be avoided or reduced
- how employees may be selected
- questions or concerns about the process
- alternative roles or redeployment
- practical support for affected employees
Your employer does not have to agree with every suggestion. However, meaningful consultation involves genuinely considering relevant points and proposals before reaching a final decision.
Why This Happens
How Should I Prepare for My Consultation?
Things To Think About
Before your consultation meeting, it can help to:
- reread your at-risk or consultation letter
- understand the stated reason for the proposed redundancy
- identify anything that is unclear
- review any information about the proposed structure or changes
- check whether a selection pool or selection criteria apply
- make a list of questions you want to ask
- identify any information you think your employer should consider
- think about alternatives that could avoid or reduce redundancy
- consider whether there are other roles you could perform
- take notes or documents you may want to refer to in the meeting
Try to organise your questions beforehand. You do not need to respond to everything immediately during the meeting. It is reasonable to say you need time to think about information you have just received.
Why has the consultation been arranged?
Try to understand why redundancy is being proposed and whether it affects only your role or a wider group of employees. Check any letters or emails you have received to see how your role has been described and whether other roles are also at risk.
Have you received enough information?
Read any documents provided before the meeting and make a note of anything you would like clarified or do not fully understand. This might include business updates, consultation letters or proposed new structures.
What questions do you want answered?
Think about what you would like to ask about, for example:
- why redundancy is being proposed
- how the selection process works
- whether alternative roles are available
- likely timescales
- redundancy pay
- notice
Writing your questions down in advance can help you remember them during the meeting.
Would you like someone to attend with you?
Depending on the circumstances and your workplace policies, you may be able to bring a workplace colleague or trade union representative to the consultation. Check your employer’s procedures or speak to HR if you are unsure what is allowed.
Are there any alternatives you want to discuss?
Think about whether there are other options you would like to raise during the consultation, such as different roles, changes to hours or working patterns, or other adjustments that could help avoid redundancy, depending on what is realistic for your employer.
What Questions Should I Ask?
Useful questions will depend on your situation. Examples could include:
About the proposal
- Why is my role at risk?
- What changes is the employer proposing?
- Has a final decision already been made?
About selection
- Am I part of a selection pool?
- How was the pool decided?
- What selection criteria are being used?
- How have those criteria been applied to me?
About alternatives
- What alternatives to redundancy have been considered?
- Are there vacancies or alternative roles available?
- Could changes to duties, hours or working arrangements avoid redundancy?
- Is retraining or redeployment possible?
About the process
- Will there be another consultation meeting?
- What information can I provide?
- When is the employer expecting to make a decision?
- How and when will I be told the outcome?
Not every question will apply to every redundancy situation, and you do not need to ask all of them.
What If Employees Are Being Selected From a Group?
Where an employer needs fewer employees to perform similar work, it may use a selection pool and selection criteria to decide which roles or employees are selected for redundancy.
You can use consultation to understand:
- which employees or roles are included in the pool
- why that pool has been chosen
- what criteria are being used
- how those criteria have been applied
- whether the information used about you is accurate
You can raise questions or concerns about the selection process during consultation. Keep this focused on the facts and information being used rather than feeling you need to prepare a legal case.
What Alternatives to Redundancy Can I Discuss?
Consultation is an opportunity to discuss realistic alternatives.
Depending on the situation, possibilities might include:
- alternative vacancies
- redeployment
- different roles
- changes to duties or working arrangements
- reduced or different hours where appropriate
- retraining
- voluntary redundancy where this is offered
- other suggestions that could avoid or reduce redundancies
Not every option will be suitable or available, but your employer should genuinely consider relevant proposals before reaching a final decision.
Where suitable alternative employment may be available, this can have particular significance in a redundancy process. This page does not cover all the detailed rules on suitable alternative employment.
Can I Bring Someone With Me?
There is not a general statutory right to be accompanied at every individual redundancy consultation meeting.
However, you can ask whether you may bring someone, such as a workplace colleague or trade union representative. Your employer's policy or any agreement with a recognised trade union may provide additional rights.
Acas recommends that employers consider allowing employees to be accompanied at individual consultation meetings because a companion may provide support, observe the meeting or help you explain your position.
What If This Is a Larger Redundancy Exercise?
Different legal requirements can apply to collective redundancies.
As at September 2026, collective consultation rules generally apply where an employer proposes 20 or more redundancies at one establishment within a 90-day period. Consultation is then carried out with recognised trade union representatives or elected employee representatives, alongside individual consultation where appropriate.
This page does not cover all the detailed rules on collective redundancy consultation or protective awards.
What If I Think the Consultation Hasn't Been Meaningful?
If you feel important questions have not been answered, relevant information has not been considered, or the outcome appears to have been decided before consultation, you can raise those concerns during the process.
You can ask your employer to:
- explain the process
- respond to unanswered questions
- consider information or alternatives you have raised
- clarify how and when the final decision will be made
If a final redundancy decision is made and you believe the process or decision should be reconsidered, an appeal may be available. For more on appeals, see: How do I appeal a decision at work?
What Happens Next
After the consultation, your employer will normally take some time to consider everything that was discussed before making any final decision.
Depending on the circumstances:
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• further consultation meetings may take place
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• alternative employment may be explored
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• additional information may be requested or provided
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• redundancy may or may not be confirmed
If redundancy is confirmed, you will usually receive information about the next stage of the process. This may include your notice period, any redundancy pay you are entitled to and any appeal process that may be available.
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How do I appeal a decision at work?
Outcomes can vary depending on your individual circumstances, your contract and your employer’s policies. If you are unsure about your situation, you may want to seek independent advice.
Frequently Asked Questions
What is a redundancy consultation?
A redundancy consultation is a meeting or series of meetings where your employer explains the proposed redundancy and you can ask questions, raise concerns and suggest ways to avoid or reduce redundancy before final decisions are reached.
Does a redundancy consultation mean I will definitely lose my job?
No. Being invited to consultation normally means redundancy is being proposed or considered. Consultation should take place before the final individual redundancy decision is made.
How many redundancy consultation meetings are there?
There is no fixed number of individual consultation meetings. Some processes involve one meeting while others involve several, depending on the circumstances, complexity and points that need considering.
How long should redundancy consultation last?
There is no statutory fixed duration for individual consultation. It needs to be meaningful, and your employer should allow enough opportunity to discuss the proposal and genuinely consider relevant points. Collective redundancy situations have additional rules and minimum periods before dismissals can take effect.
Related WorkAnswers
Understand what being at risk of redundancy means and the practical steps you can take when redundancy is first proposed.
Am I Entitled to Redundancy Pay?
Can I Appeal My Redundancy?
Important: WorkAnswers provides general workplace information, not legal advice. Outcomes can depend on your individual circumstances, your employment contract and your employer’s policies.
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