Last reviewed: July 2026
How do you write a redundancy consultation document?
Preparing a redundancy consultation document can feel daunting, particularly when managing organisational change within a school or trust.
A thorough and well-structured consultation document allows you to explain the reasons behind proposed redundancies, outline the process clearly, and encourage meaningful consultation with employees and recognised trade unions, allowing for constructive feedback and input in return.
Under the Employment Rights Act 2025, effective communication and meaningful consultation between schools and trusts, their employees and trade unions have become more vital than ever. Failure to consult appropriately could result in increased union activity, legal risk and employee relations issues.
In this guide, we'll share tips on how to put together a clear and concise consultation document for redundancy, that allows for constructive conversations to take place.
Read on for:
- The legal requirements for redundancy consultations
- What to include in your redundancy consultation document
- How long redundancy consultations should last
- Why redundancy consultations are important
- What happens if a selection process is required
- How can EPM support schools and trusts through restructuring
What are legal requirements for redundancy consultations?
Where an employer proposes to dismiss 20 or more employees, there is a legal duty to consult under Section 188 of the Trade Union and Labour Relations (Consolidation) Act (TULRCA) 1992.
Collective consultation should begin:
- At least 30 days before the first redundancy takes place where 20-99 redundancies are proposed
- At least 45 days before the first redundancy takes place where 100 or more redundancies are proposed
Although collective consultation is not legally required where fewer than 20 redundancies are proposed, within the education sector where union memberships are traditionally high, consulting with employees and trade unions are often requirements of internal redundancy procedures or policies.
Early, open consultation helps build trust, reduces uncertainty and provides opportunities to explore alternatives to redundancy.
What should a redundancy consultation document include?
In the event of restructuring, it’s essential that schools and trusts provide comprehensive information to employees and the relevant trade unions on the need for reductions and provide employees with enough information to engage meaningfully in the consultation process.
This information is provided as a consultation document and should be both accurate and relevant to the situation.
A well-written consultation document should contain written information about the process that presents your case to employees and unions.
Here are some key points to include:
1. The reasons for the proposed redundancies
These should be sound and genuine business reasons.
Examples include:
- Budget pressures
- Falling pupil numbers
- Curriculum changes
- Organisational restructuring
- Efficiency savings
Where financial savings are the driver, supporting financial information should be included where appropriate. This should align with the business case presented to governors or the Trust Board.
2. The numbers and descriptions of the job roles at risk
These should include pay grades, hours and job descriptions. This helps employees understand exactly which roles are being considered.
3. The total number of employees employed by the school or trust
This information is required as part of collective consultation obligations.
4. The proposed selection process
Explain how employees will be selected for redundancy, particularly where you have more than one person carrying out the same role.
This should include:
- Selection pools
- Selection criteria
- Assessment methods
- How fairness and consistency will be maintained
The process should be objective, transparent and capable of withstanding scrutiny.
5. The proposed dismissal process
Explain how the redundancy process will be managed in line with your school or trust procedure, including:
- Consultation meetings
- Individual meetings
- Decision-making process
- Notice periods
- Proposed implementation timescales
Where different employee groups are affected at different times, make this clear.
6. How redundancy pay will be calculated
Explain:
- Statutory redundancy pay
- Any enhanced contractual redundancy payments
- How calculations will be made
Providing this information early helps employees understand their entitlements.
7. Measures to avoid compulsory redundancy
Your document should explain the steps the school or trust will continue to take to mitigate against the need to make redundancies, and should take place throughout the whole process, not just the consultation.
This includes:
- Voluntary redundancy
- Redeployment opportunities
- Vacancy management
- Reduced hours (where appropriate)
- Natural turnover
8. Use language that reflects a genuine consultation
It’s important to consider the language used in the consultation document to avoid sounding like the decision has already been made.
A consultation must be meaningful and outcomes shouldn’t be predetermined.
To portray your desired message, use wording such as:
- Proposed
- Potential
- Under consideration
- Subject to consultation
How long should redundancy consultations last?
There is no fixed consultation period where fewer than 20 redundancies are proposed. However, many schools and trusts specify a minimum consultation period within their own policies.
Typically, we see consultation periods of 10 working days up to 30 working days, depending on the circumstances, such as:
- The scale of the restructure
- The complexity of the proposals
- The number of employees affected
- Internal policy requirements
Where collective consultation applies, the statutory minimum periods of 30 or 45 days must be followed.
Why is redundancy consultation important?
A meaningful consultation process gives employees and trade union representatives the opportunity to:
- Understand the reasons for change
- Ask questions
- Challenge assumptions
- Suggest alternatives
- Propose ways to reduce or avoid redundancies
Your consultation period gives you space to consider and respond to any suggestions made by employees and trade unions. Although employers must genuinely consider any suggestions received, you are entitled to reject ideas that you do not think are reasonable, though you must clearly set out your reasons why.
Effective consultation often strengthens employee relations while reducing legal risk.
What if a redundancy selection process is required?
Where more employees perform a role than the number of positions available following restructuring, a fair selection process will usually be required. The criteria and method for selecting employees should also be included in the documentation, such as:
- The proposed selection pool
- Selection criteria
- How scores will be assessed
- Opportunities for employees to comment on the criteria before they are applied
Providing employees with the opportunity to respond before assessments begin is an important part of a fair consultation process.
How EPM can support your school or trust
Managing redundancy and organisational change is never an easy task for leadership teams to be faced with. Consultations can be a challenging proposition to conduct, requiring careful planning, clear communication and sensitivity for all parties involved.
Whether you’re responding to budget pressures, or restructuring teams, our experienced HR Consultants provide practical, impartial support throughout every stage of the redundancy process, whilst minimising disruption to your staff, pupils and wider school community.
Speak to our HR Consultancy team
If your school or trust is considering a restructure or redundancy process, we're here to help.
Explore our HR Consultancy services, or get in touch for confidential advice tailored to your organisation.
