Collective Redundancy Liaison - Liverpool Bylaws

Labor and Employment England 3 Minutes Read · published February 12, 2026 Flag of England

In Liverpool, England employers planning collective redundancies must follow national statutory consultation duties while seeking local support from Liverpool City Council and DWP services. This article explains notification and consultation timeframes, required forms, enforcement risks and how to coordinate with unions, staff representatives and local authorities to reduce legal exposure and access support for displaced workers in Liverpool.

Start consultation early and record all meetings and communications.

Penalties & Enforcement

Collective redundancy duties are set out in national legislation and guidance; employers who fail to consult or to notify the Secretary of State where required can face tribunal orders and protective awards. Protective awards of up to 90 days' pay are described on the ACAS guidance page cited below ACAS collective redundancies[2]. Notification requirements and minimum consultation periods (for example at least 30 days for 20–99 proposed dismissals and at least 45 days for 100 or more) are explained on the GOV.UK collective redundancies page GOV.UK collective redundancies[1]. Specific criminal fines or fixed monetary penalties for failing to notify are not specified on the cited pages.

  • Monetary sanctions: protective awards (civil awards via employment tribunal) up to 90 days' gross pay for affected employees, per ACAS guidance [2].
  • Escalation: tribunal orders and awards for first or repeat failures; amounts for repeats are not specified on the cited pages.
  • Non-monetary sanctions: tribunal declarations, orders to re-engage or re-instate, and court enforcement of orders.
  • Enforcer and complaint route: employment tribunals enforce protective awards; notification goes to the Secretary of State via the HR1 process (see Applications & Forms). Local complaints about council-administered support services should be directed to Liverpool City Council (see Resources).
  • Appeal and review: tribunal decisions can be appealed under employment appeals procedures; time limits for tribunal claims are set by tribunal rules and guidance and should be checked with ACAS or legal advisers [2].
If you face redundancy proposals, document consultations and seek advice immediately.

Applications & Forms

The primary statutory notice form is the HR1 (collective redundancies requirement to inform and consult). The HR1 is the notification to the Secretary of State and must be submitted when proposing 20 or more redundancies at one establishment; the GOV.UK guidance sets out the HR1 requirement and consultation timeframes HR1 guidance (GOV.UK)[3]. The cited guidance explains where to send HR1 and the minimum consultation windows; specific filing fees are not specified on that page. Employers should also keep written records of consultation meetings, selections and alternative proposals for staff and tribunal review.

Practical Compliance Steps

  • Determine whether proposals meet the collective threshold and calculate consultation deadlines.
  • Submit HR1 to the Secretary of State as required and keep proof of submission [3].
  • Arrange meaningful consultation with elected employee representatives or recognised trade unions and record outcomes.
  • Consider alternatives to dismissal and document why proposed measures are necessary.
  • Contact ACAS or Liverpool City Council employability services early for conciliation and worker support options [2].

Common Violations

  • Failure to submit HR1 when required.
  • Insufficient or late consultation with employee representatives.
  • Poor record-keeping of selection criteria and consultation minutes.

FAQ

Who must be notified when 20 or more redundancies are proposed?
Employers must notify the Secretary of State using the HR1 process and consult employee representatives; see GOV.UK guidance for thresholds and timeframes GOV.UK collective redundancies[1].
What financial risk does an employer face for failing to consult?
Failure to consult can lead to a protective award of up to 90 days' pay per affected employee, enforced by an employment tribunal, per ACAS guidance ACAS collective redundancies[2].
Can Liverpool City Council help workers affected by redundancy?
Yes, the council offers local employability and job support services and can signpost to national DWP provision and local training; contact details are in the Resources section below.

How-To

  1. Assess whether proposed job losses meet the collective threshold and identify the establishment(s) affected.
  2. Prepare and submit HR1 notification to the Secretary of State and schedule consultation within statutory minimum windows [3].
  3. Elect or appoint employee representatives and hold meaningful consultation meetings with proposals, alternatives and selection criteria.
  4. Keep detailed written records of meetings, offers, and alternative options explored.
  5. Engage ACAS early for conciliation and contact Liverpool City Council and DWP for local redundancy support and retraining referrals.
  6. If consultation fails, prepare for potential tribunal claims and seek legal advice promptly.

Key Takeaways

  • Submit HR1 where 20+ redundancies are proposed and meet statutory consultation periods [3].
  • Document consultations thoroughly to reduce risk of protective awards.
  • Use ACAS and Liverpool City Council services for early support and worker referrals [2].

Help and Support / Resources

  1. [1] GOV.UK guidance on collective redundancies
  2. [2] ACAS guidance on collective redundancies
  3. [3] GOV.UK HR1 notification guidance

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