Redundancy Risks: Are You Ready for New Consultation Rules?
The Employment Rights Act 2025 is set to redefine the landscape of redundancy and collective consultation. These changes could significantly impact your business's legal obligations and financial exposure.
Is Your Business Ready for the Biggest Shift in Employment Law?
What's New in Redundancy & Collective Consultation?
The Employment Rights Act 2025 is bringing crucial changes that will impact how your business handles redundancies:
Higher Stakes for Non-Compliance: The financial penalties for failing to meet collective consultation requirements are set to significantly increase.
New Consultation Triggers: Expect new rules around when and how collective consultation is triggered, especially for redundancies spread across multiple sites.
Increased Scrutiny: Your redundancy procedures will face greater scrutiny, making robust processes more vital than ever.
These changes demand a proactive review of your existing redundancy policies and practices.
How to Prepare: Are Your Redundancy Procedures Watertight?
With increased penalties and new rules on the horizon, now is the time to review your approach to redundancies:
Do your current policies account for the significantly higher financial risks of non-compliance?
Are you prepared for new triggers for collective consultation, particularly across multiple sites?
Do your managers understand the evolving legal landscape and their obligations during a redundancy process?
Don't wait for these changes to take effect; proactive preparation is key to mitigating risk.
Managing Redundancy with Confidence
Redundancy is a legally complex process, and the Employment Rights Act 2025 makes it even more critical to get it right. CIPD HR-inform Pro provides step-by-step guides, legal advice, and all the documentation you need to manage a fair and compliant redundancy process.
Employment Rights Act 2025 Download a summary
After more than a year of debate, the Employment Rights Bill became law on 18 December 2025 as the Employment Rights Act 2025. This is the biggest shake-up of employment law in a generation, with over 28 changes rolling out between December 2025 and into 2027. While this phased approach to the reforms gives employers time to prepare, now is the moment to get ahead. Explore what’s changing and what it means for your organisation, including key updates on sickness absence, paternity leave, parental leave, trade union access, and more.
Prepare for the Employment Rights Act 2025
The Employment Rights Act 2025 ushers in the most significant changes to UK employment law in a generation. Our CIPD HR-inform Pro product service is designed to be your essential guide, providing comprehensive resources, expert advice, and practical tools to ensure your business remains compliant and agile.
WARNING: New Fair Work Agency Powers!
The new Fair Work Agency is set to dramatically change the landscape of employment law enforcement. With unprecedented powers to recover underpayments and initiate tribunal claims on behalf of employees, your business could face significant financial penalties and legal battles if you're not fully compliant.
Are You a Small Business Owner?
You didn't start a business to become an employment lawyer. The Employment Rights Act 2025 adds layers of complexity to hiring and managing staff. CIPD HR-inform Pro acts as your virtual HR department, giving you the contracts, policies, and answers you need, so you can focus on growth
HR Managers are Busy Enough
The Employment Rights Act 2025 is the biggest legislative shift in years. You need more than just news; you need actionable tools. CIPD HR-inform Pro provides the technical breakdowns, the model policies, and the strategic roadmaps to help you guide your leadership team through these changes with confidence.