Businesses considering redundancies, according to a YouGov poll

A survey carried out by YouGov for ACAS, asked businesses if they expected to be involved in staff redundancies in the next 12 months. According to the results, 20% of small and medium-sized (SME) businesses said that they were likely to incur redundancies, and as many as 41% of large businesses who took part suggested that they would be likely to have to deal with redundancies.

Before redundancy is considered, employers must:

  • discuss any planned changes and consult with each employee who may be affected. This includes staff who may not be losing their jobs but will be impacted.
  • ensure that the minimum consultation period is provided to affected employees. This varies depending on the number of employees that an employer wishes to make redundant. By law, employers who wish to make 20 or more staff redundant over any three-month (90-day) period must also consult a recognised trade union or elected employee representatives about the proposed changes.
  • ensure that, for 20 to 99 redundancies, consultation starts at least 30 days before the first dismissal, and for 100 or more redundancies, at least 45 days before. For fewer than 20 redundancies, there is no set time period but the length of consultation must be reasonable and at least one month is advised.

If an employer does not meet consultation requirements, employees can take their employer to an employment tribunal. If successful, the employer may have to pay up to 90 days’ full pay for each affected employee.

Someone can also make a claim of unfair dismissal to an employment tribunal on the grounds that they were not consulted, or the consultation was not meaningful.

If you wish to have a confidential discussion with 121 HR Solutions regarding potential redundancies, contact us at

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