Redundancy consultation meeting agenda for individual consultations

This resource was created in partnership with Lynn Burman, Commercial Director at Clover HR: an expert HR consultancy and trusted Breathe Partner. It’s intended as a general guide only. For the latest legal advice on redundancies, check out the full explainer from Acas. And if you’re considering a redundancy – or need HR advice of any kind – it’s always best to speak to an employment law specialist. You can get in touch with Clover HR here or find additional support through our Partner Directory.

All potential redundancies are subject to individual consultation as part of the redundancy consultation process, regardless of the number being considered. This should involve a face-to-face individual consultation meeting with the affected employee, discussing the reasons for the decision and giving them an opportunity to discuss their scores and make suggestions.

This agenda offers a guide for how to structure a meaningful consultation meeting, across three main areas:

1. Recap the redundancy process to date

2. Discuss the candidate’s scores

3. Explain next steps and the employee’s rights

1. Recap the redundancy process

First, go over information discussed in previous meetings and letters:

• Explain the purpose of this individual consultation meeting, run through the agenda and ask the employee for any initial questions.

• Reiterate why the company is considering making redundancies and why the employee’s team is at risk of redundancy.

• Remind the employee what voluntary redundancy options are available, if any.

• Recap what alternative options have been considered and if any of these measures have been taken on board.

• Confirm timelines for the remainder of the redundancy consultation process and recap what decisions have been made to date.

2. Discuss the candidate's scores

Then, show the candidate the scores they received and explain the feedback provided:

• Discuss the selection criteria used to score employees and explain the reasons they were chosen. Recap any decisions made during collective consultation, if relevant.

• Take the employee through the scores they were assigned and explain why.

• Invite the employee to comment or critique the decisions taken. Take their comments on board in good faith.

• If necessary, repeat the scoring process after the meeting, taking the employee’s comments into account.

3. Explain employee rights and next steps

Round the discussion off by talking the candidate through the rest of the process and what they can expect from here:

• Explain what support options are available for staff who are made redundant.

• Remind the employee of their right to take time off to look for alternative work and to appeal the final decision when it’s made.

• Explore alternative employment options that might be available elsewhere in the company, and whether these are an appropriate fit for the employee’s skills.

• Discuss the company redundancy policies and what redundancy package would be available to the employee if they are selected for redundancy.

Remember to document this redundancy consultation meeting and provide the employee with a letter that confirms they are at risk of redundancy. You can find an at risk of redundancy letter template here.

Worried about staying compliant during the redundancy consultation period?

Whether you’re managing a workplace restructure, navigating a redundancy process or facing another HR challenge, Breathe helps you stay compliant, organised and in control.

And if you need personal, expert advice, Clover HR (or one of our trusted partners) can guide you through it all.