{"id":50767,"date":"2026-05-21T06:37:31","date_gmt":"2026-05-21T06:37:31","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?p=50767"},"modified":"2026-06-18T04:32:55","modified_gmt":"2026-06-18T04:32:55","slug":"collective-redundancy-changes-employment-rights-act-2025","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/","title":{"rendered":"Collective Redundancy and the Employment Rights Act: What Changes for UK Employers"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" class=\"breadcrumb\"><ol class=\"breadcrumb-items\"><li class=\"breadcrumb-item breadcrumb-item--current breadcrumb-item--home\"><span class=\"breadcrumb-item-name\">Home<\/span><\/li><\/ol><\/nav><script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"BreadcrumbList\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"item\":{\"name\":\"Home\",\"@id\":\"https:\\\/\\\/employmenthero.com\\\/uk\\\/\"}}]}<\/script><\/div>\n\n\n<div class=\"wp-block-group blog-template-tags-row is-content-justification-space-between is-nowrap is-layout-flex wp-container-core-group-is-layout-4 wp-block-group-is-layout-flex\" style=\"padding-bottom:var(--wp--preset--spacing--9)\">\n<div class=\"wp-block-group blog-template-tags is-layout-flex wp-container-core-group-is-layout-1 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\" style=\"padding-top:var(--wp--preset--spacing--2);padding-bottom:var(--wp--preset--spacing--2)\">\n<div class=\"wp-block-button is-style-ghost is-style-ghost--1\"><a class=\"wp-block-button__link has-btn-black-background-color has-background wp-element-button has-icon__eye\"><span class=\"wp-block-button__link-icon\" aria-hidden=\"true\"><svg width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_5893_17419)\"> <path d=\"M19.8727 9.55732C19.7127 9.30315 15.8927 3.33398 10.0002 3.33398C4.10771 3.33398 0.287713 9.30315 0.127713 9.55732C0.0442677 9.69013 0 9.8438 0 10.0007C0 10.1575 0.0442677 10.3112 0.127713 10.444C0.287713 10.6982 4.10771 16.6673 10.0002 16.6673C15.8927 16.6673 19.7127 10.6982 19.8727 10.444C19.9562 10.3112 20.0004 10.1575 20.0004 10.0007C20.0004 9.8438 19.9562 9.69013 19.8727 9.55732ZM10.0002 15.0007C5.88605 15.0007 2.80271 11.299 1.84855 10.0007C3.12342 8.22835 4.79779 6.78123 6.73605 5.77648C6.15544 6.50283 5.83739 7.40411 5.83355 8.33398C5.83355 9.43905 6.27253 10.4989 7.05394 11.2803C7.83534 12.0617 8.89514 12.5007 10.0002 12.5007C11.1053 12.5007 12.1651 12.0617 12.9465 11.2803C13.7279 10.4989 14.1669 9.43905 14.1669 8.33398C14.1629 7.40674 13.8468 6.50785 13.2694 5.78232C15.2033 6.78886 16.8752 8.23337 18.1519 10.0007C17.201 11.3015 14.1277 15.0007 10.0002 15.0007Z\" fill=\"currentColor\"\/> <\/g> <defs> <clipPath id=\"clip0_5893_17419\"> <rect width=\"20\" height=\"20\" fill=\"white\"\/> <\/clipPath> <\/defs> <\/svg><\/span>Blog<\/a><\/div>\n<\/div>\n\n\n<\/div>\n\n\n\n<div class=\"wp-block-group blog-template-social-desktop is-vertical is-layout-flex wp-container-core-group-is-layout-3 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-2 wp-block-group-is-layout-flex\" style=\"margin-top:var(--wp--preset--spacing--2);margin-bottom:var(--wp--preset--spacing--2)\"><div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"facebook\" data-social-type=\"facebook\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"24px\" height=\"24px\" viewBox=\"0 0 20 20\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Group<\/title> <path d=\"M14.4446 6.47609H11.4173V4.40033C11.4173 3.62078 11.9115 3.43904 12.2596 3.43904C12.6068 3.43904 14.3958 3.43904 14.3958 3.43904V0.0120058L11.4537 0C8.18772 0 7.44447 2.55599 7.44447 4.19168V6.47609H5.55566V10.0075H7.44447C7.44447 14.5394 7.44447 20 7.44447 20H11.4173C11.4173 20 11.4173 14.4856 11.4173 10.0075H14.0981L14.4446 6.47609Z\"><\/path><\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"twitter\" data-social-type=\"twitter\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17\" height=\"18\" viewBox=\"0 0 17 18\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"> <g clip-path=\"url(#clip0_2187_1527)\"> <path d=\"M6.88269 10.3821L0.554058 18H2.05374L7.54889 11.3855L11.9379 18H17L10.363 7.99774L17 0.00924304H15.5002L9.69721 6.99436L5.06215 0.00924304H-5.51343e-07L6.88306 10.3821H6.88269ZM8.93683 7.90961L9.60929 8.90561L14.9598 16.8309H12.6563L8.33833 10.4349L7.66587 9.43894L2.05303 1.12518H4.35659L8.93683 7.90923V7.90961Z\" fill=\"currentColor\"><\/path> <\/g> <defs> <clipPath id=\"clip0_2187_1527\"> <rect width=\"17\" height=\"18\" fill=\"white\" transform=\"matrix(-1 0 0 -1 17 18)\"><\/rect> <\/clipPath> <\/defs> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"linkedin\" data-social-type=\"linkedin\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"17px\" height=\"16px\" viewBox=\"0 0 17 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\"> <title>Shape<\/title> <g id=\"Symbols\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\"> <g id=\"Icons\/Social\" transform=\"translate(-74.000000, -2.000000)\" fill=\"#000000\" fill-rule=\"nonzero\"> <path d=\"M74.2155762,7.20409322 L77.8588786,7.20409322 L77.8588786,18 L74.2155762,18 L74.2155762,7.20409322 Z M76.0616143,2 C74.8146643,2 74,2.80609002 74,3.86411056 C74,4.90036967 74.7908238,5.72989508 76.0139333,5.72989508 L76.0371667,5.72989508 C77.3079571,5.72989508 78.0993476,4.90032981 78.0993476,3.86411056 C78.0755071,2.80609002 77.3079976,2 76.0616143,2 Z M86.8041976,6.95048874 C84.8702857,6.95048874 84.0038929,7.99790755 83.5205667,8.73245583 L83.5205667,7.20409322 L79.8761714,7.20409322 C79.924419,8.21687707 79.8761714,18 79.8761714,18 L83.5205667,18 L83.5205667,11.9708054 C83.5205667,11.6478911 83.5444071,11.3261725 83.6402952,11.0948476 C83.9041595,10.4502147 84.5037738,9.78266458 85.5095667,9.78266458 C86.8291714,9.78266458 87.3561714,10.773129 87.3561714,12.2237722 L87.3561714,18 L91,18 L91,11.8093881 C91,8.49339883 89.2027762,6.95048874 86.8041976,6.95048874 Z\" id=\"Shape\"><\/path> <\/g> <\/g> <\/svg> \n    <\/span>\n    <\/div>\n\n<div \n    class=\"eh-social-sharing-button wp-block-employmentherocom2025-eh-social-sharing-button\" data-icon=\"link\" data-social-type=\"copy\">\n    <span style=\"display: flex;\">\n        <svg class=\"icon\" width=\"18\" height=\"19\" viewBox=\"0 0 18 19\" fill-rule=\"evenodd\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path transform=\"translate(6.640285, 0)\" d=\"M9.6365839,1.06427739 L9.6365839,1.06407143 C7.63313006,-0.581342526 4.71799441,-0.287025772 3.06469376,1.72767436 L1.68152847,3.42787366 C1.2637913,3.94153775 1.3305731,4.70585509 1.8305341,5.13486964 C2.33069565,5.56409016 3.0749216,5.4955055 3.49265877,4.98184141 L4.8760246,3.28143615 C5.71089731,2.25863908 7.1949372,2.1243532 8.19104884,2.98176443 C8.20769415,2.99597567 8.22413891,3.01059882 8.24038313,3.02522198 C9.18174573,3.92361924 9.26838157,5.42383144 8.43691815,6.43015171 L5.5610895,9.96627791 L5.53461744,9.99634806 C5.38079871,10.1792405 5.20090901,10.3370058 5.00076417,10.4640831 C4.04676718,11.0718709 2.80719278,10.901748 2.04211006,10.0579301 C1.59709864,9.56877523 0.850065046,9.54303024 0.374169553,10.0002613 C-0.100522665,10.4562566 -0.127195273,11.2205739 0.315008503,11.7099348 C1.3991598,12.9045024 2.99670869,13.4575049 4.56377459,13.1800768 C4.80503134,13.1364133 5.04287882,13.0742134 5.27470991,12.9934771 C6.09434113,12.7094584 6.82152068,12.1980598 7.37542854,11.5155086 L10.2440375,7.98947441 C11.0680808,6.96832503 11.4617524,5.65182909 11.3372134,4.33183184 C11.2235039,3.05137889 10.6100339,1.87267016 9.6365839,1.06427739\" fill=\"currentColor\"\/><path transform=\"translate(0, 5.762765)\" d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/h1><\/div>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\">\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2026-06-18T04:32:55+00:00\">Jun 18, 2026<\/time>\n<\/p>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1024x576.webp\" alt=\"A man and woman sit on a sofa in a modern office, discussing work on a laptop. The atmosphere is collaborative and focused. A window and table with a mug are in the background.\" class=\"wp-image-50769\" style=\"object-fit:cover;width:864px;height:561px\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-440x248.webp 440w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-11 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">Collective redundancy rules have been largely unchanged for years. Most UK employers know the laws: if you&#8217;re planning to make 20 or more employees redundant within a 90-day period at the same establishment, you must collectively consult. That threshold \u2014 and the specific legal meaning of the term \u201cestablishment\u201d \u2014 has shaped how employers plan headcount reductions for a long time.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The <a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-rights-act-2025-employer-compliance-guide\/\">Employment Rights Act 2025<\/a> has already started to change the picture. Not all at once and not with full detail yet, but the direction is clear. As of April 2026, the financial penalty for getting collective consultation wrong doubled. And from 2027, the government will have new powers to widen the circumstances in which collective consultation is required in the first place.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employers running operations across multiple sites, this matters significantly. For any employer planning redundancies in the next 12 to 18 months, the time to understand these changes is now.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let\u2019s break it down.<\/p>\n\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-paragraph-4-xs-font-size wp-elements-cd2f0fe68fcb04d7c57edf281cc799db\"><em>Disclaimer: The information in this article is current as of May 2026 and has been prepared by 91爆料 UK Ltd and its related bodies corporate (91爆料). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91爆料 does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this article.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Key collective redundancy dates<\/h2>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Date<\/strong><\/td><td><strong>What changes<\/strong><\/td><\/tr><tr><td>Pre-April 2026<\/td><td>Collective consultation required where 20+ redundancies proposed &#8220;at one establishment&#8221; within 90 days. Protective award for non-compliance: up to 90 days&#8217; pay per affected employee.<\/td><\/tr><tr><td>April 2026<\/td><td>Protective award for failing to comply with collective consultation doubles to 180 days&#8217; pay per affected employee.<\/td><\/tr><tr><td>October 2026<\/td><td>Tribunal claim time limits extend from three months to six months, giving employees longer to bring claims.<\/td><\/tr><tr><td>2027 (date TBC)<\/td><td>Government powers to expand collective consultation obligations beyond the &#8220;one establishment&#8221; test come into force via secondary legislation. New threshold to be confirmed in future regulations.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">What is collective redundancy? A quick recap<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Collective redundancy rules have been part of <a href=\"https:\/\/employmenthero.com\/uk\/resources\/hr-compliance-essential-guide\/\">UK employment law<\/a> for decades, but they catch more employers out than you&#8217;d expect. Before getting into what&#8217;s changing, it&#8217;s worth being precise about how the current framework works.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Under existing UK law, if you propose to make 20 or more employees redundant &#8220;at one establishment&#8221; within a 90-day period, you must collectively consult with either a recognised trade union or elected employee representatives. This obligation applies regardless of the overall size of your business.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The minimum consultation periods are:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">30 days where between 20 and 99 redundancies are proposed.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">45 days where 100 or more redundancies are proposed.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This collective consultation obligation sits alongside the requirement to consult with each affected individual. Both apply. One does not replace the other.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What does &#8220;at one establishment&#8221; actually mean?<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In practice, \u201cone establishment\u201d usually refers to a single, identifiable local unit of the business,&nbsp; most often a particular office, factory, or site to which the affected employees are assigned. While the legal test is fact-sensitive, for most employers a \u201csite\u201d and an \u201cestablishment\u201d will often align.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here&#8217;s why that matters. If a business was proposing 19 redundancies at its London office and 19 redundancies at its Manchester office, the 20-employee threshold would not technically be met at either site. No obligation to collectively consult would arise, even though 38 people across the business were at risk.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This has given multi-site employers a degree of flexibility that single-site employers don&#8217;t have. The passing of the Employment Rights Act 2025 signals that this flexibility will&nbsp; be reduced.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What happens if you get it wrong?<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If collective consultation is required and you fail to carry it out, a tribunal can award a &#8220;protective award&#8221; to each affected employee. As of April 2026, that award can be up to 180 days&#8217; pay per employee, doubled from the previous maximum of 90 days under changes introduced by the Employment Rights Act 2025. For even a modest redundancy exercise, the financial exposure is now significant.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">When does the duty to collectively consult arise?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">One of the most common and costly mistakes employers make is starting consultation too late. Many assume the obligation only kicks in once a decision to make redundancies has been finalised. That&#8217;s not how the law works.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The duty to collectively consult arises when an employer is &#8220;proposing&#8221; to make redundancies. In practice, this means once redundancies are genuinely being contemplated, before final decisions are made, before individual employees are told their roles are at risk, and well before any notice of dismissal is given.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If collective consultation has not begun at that point, you are already on the wrong side of the law regardless of how well you run the process afterwards.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The practical implication is that collective consultation needs to be built into the planning phase of any redundancy exercise, not treated as a step that follows the decision. Employers who start the process early are also better placed to demonstrate that they approached it in good faith, which matters if a claim is later brought.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What does collective consultation actually involve?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Knowing when collective consultation is required is one thing. Understanding what it actually involves is another.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Collective consultation must be carried out with either a recognised trade union or, where no recognised union exists, with properly elected employee representatives. Representatives must be given enough information and time to engage meaningfully with the process. Providing information at the last moment and then proceeding regardless is not genuine consultation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The law requires that consultation covers at least three areas:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">Ways of avoiding the redundancies.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\">Ways of reducing the number of employees affected.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Ways of mitigating the consequences of the redundancies.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is not a box-ticking exercise. The employer must genuinely consider any proposals put forward by representatives, even if they ultimately proceed with redundancies. A process that goes through the motions without real engagement is likely to be found non-compliant.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Consultation must also begin &#8220;in good time.&#8221; For proposed redundancies of 100 or more, that means at least 45 days before the first dismissal takes effect. For 20 to 99 redundancies, it means at least 30 days.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers must also provide representatives with a written notice containing specific information, including, but not limited to the reasons for the proposed redundancies, the number and descriptions of employees affected, the proposed selection method, the procedure and timetable, and the method for calculating <a href=\"https:\/\/employmenthero.com\/uk\/blog\/statutory-redundancy-pay\/\">redundancy pay<\/a> beyond the statutory minimum.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The HR1 notification: A separate obligation most employers overlook<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Collective consultation is not the only legal obligation that arises when 20 or more redundancies are proposed. Employers are also required to notify the Secretary of State in advance, using a form known as the HR1.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is a standalone legal requirement, separate from the obligation to consult. It applies to the same threshold: 20 or more proposed redundancies at one establishment within a 90-day period. The notification must be submitted at least 30 days before the first dismissal takes effect (or 45 days where 100 or more redundancies are proposed), which in practice means it should be submitted at or before the point collective consultation begins.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The timeframes mirror the consultation periods:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\">At least 30 days before the first dismissal where between 20 and 99 redundancies are proposed.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5)\">At least 45 days before the first dismissal where 100 or more redundancies are proposed.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Failing to notify is a criminal offence. Both the employer and any officer of the company responsible for the failure can be prosecuted and fined. This is not a civil penalty or a tribunal award; it is a criminal sanction, and it applies regardless of how well the rest of the redundancy process is handled.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The <a href=\"https:\/\/www.gov.uk\/government\/publications\/redundancy-payments-form-hr1-advance-notification-of-redundancies\" target=\"_blank\" rel=\"noreferrer noopener\">HR1 form<\/a> is filed with the Insolvency Service on behalf of the Secretary of State. The Redundancy Payments Service (RPS), which forms part of the Insolvency Service, administers redundancy-related payments from the National Insurance Fund. It asks for information including the reasons for the redundancies, the number of employees affected, the proposed start date of dismissals and whether a trade union or employee representatives are involved.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If the number of redundancies increases after the initial notification has been submitted, a further notification must be made.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Given the low awareness of this obligation among employers, it is worth flagging explicitly to any managers or HR teams involved in planning a redundancy exercise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What the Employment Rights Act 2025 changes<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">It&#8217;s important to separate two distinct changes here, because they have different timelines and different levels of certainty.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. The protective award has doubled (April 2026)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This change is already in force.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">From April 2026, the maximum protective award for failing to comply with collective consultation obligations increased from 90 days&#8217; pay to 180 days&#8217; pay per affected employee.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">That effectively doubles the maximum financial exposure for employers. For a business making 25 employees redundant with an average salary of \u00a335,000, the potential liability for failing to comply with collective consultation requirements could increase from around \u00a3214,000 to more than \u00a3428,000.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In addition to these civil penalties, employers may also face criminal sanctions for failing to submit an HR1 form. This can result in a criminal conviction and an unlimited fine, with potential personal liability for any director, manager, or company secretary whose consent, connivance, or neglect contributed to the failure.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If your business is planning redundancies now or in the coming months, this higher penalty already applies.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. A new organisation-wide trigger is being added (expected in 2027, with the threshold still to be confirmed)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This is the more significant structural change, although the detail is still being worked out.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Employment Rights Act 2025 introduces a new trigger for collective consultation that looks at the total number of proposed redundancies across an employer\u2019s entire organisation within a 90-day period, regardless of how those redundancies are spread across different sites or locations.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Importantly, the existing \u201cone establishment\u201d test of 20 or more redundancies at a single site is being retained. From 2027, both tests are expected to operate in parallel, meaning employers will need to collectively consult if either threshold is met.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The threshold for the new organisation-wide trigger will be set out in secondary legislation. The government launched a consultation on 26 February 2026, which closes on 21 May 2026, and has indicated that the threshold is likely to fall somewhere between 250 and 1,000 proposed redundancies. Current proposals suggest a single fixed threshold of either 250, 500, 750 or 1,000 redundancies across the organisation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For most SMEs, the practical impact is likely to be limited. The new organisation-wide trigger is primarily aimed at large, multi-site employers carrying out substantial headcount reductions across their wider business operations. For small and medium-sized employers, the existing \u201cone establishment\u201d threshold of 20 or more redundancies at a single site will remain the key test to manage.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The new organisation-wide trigger is expected to come into force in 2027, once the regulations have been finalised.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What this means if you operate across multiple sites<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The combination of higher penalties and potential changes to the threshold test creates a period of genuine uncertainty for multi-site employers.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Right now, the &#8220;one establishment&#8221; rule still applies. But planning redundancies on the assumption that it will stay exactly as it is may not be the safest approach, particularly if restructuring plans stretch into 2027.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A few scenarios worth thinking through:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>If you&#8217;re planning redundancies now or later in 2026:<\/strong> The higher penalty is already in force. The wider threshold changes are not yet confirmed, but the smart move is to collectively consult even where you might technically be below the threshold at individual sites, if the overall headcount reduction across the business is significant.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\" style=\"padding-top:var(--wp--preset--spacing--1-5)\"><strong>If restructuring plans extend into 2027:<\/strong> You may be operating under a different set of rules by the time decisions are made. Build in the assumption that aggregate headcount reductions could trigger collective consultation regardless of individual site numbers.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">How to prepare: Practical steps for employers<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The law is changing, but solid preparation is straightforward. Here\u2019s what employers should do now to reduce risk.<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Step<\/strong><\/td><td><strong>Action<\/strong><\/td><\/tr><tr><td><strong>Review redundancy procedures<\/strong><\/td><td>Audit your current <a href=\"https:\/\/employmenthero.com\/uk\/resources\/employee-redundancy\/\">redundancy processes<\/a> to ensure they clearly set out when collective consultation is required, who is responsible for leading it, and what documentation must be retained. Update policies where these are unclear or missing.<\/td><\/tr><tr><td><strong>Train your managers<\/strong><\/td><td>Ensure managers understand when collective consultation may be triggered. With higher potential protective awards, failing to consult properly is significantly more costly than before. Emphasise escalation points to HR or legal.<\/td><\/tr><tr><td><strong>Plan cautiously where multiple sites are involved<\/strong><\/td><td>Where redundancies across the business may collectively reach 20 or more roles, even across different locations, take HR or legal advice before concluding that collective consultation is not required.<\/td><\/tr><tr><td><strong>Document threshold assessments carefully<\/strong><\/td><td>If you determine that collective consultation is not required, clearly record how you reached that conclusion, including the numbers considered and your reasoning. This will be essential if your decision is later challenged.<\/td><\/tr><tr><td><strong>Get advice early<\/strong><\/td><td>Seek HR or employment law advice before starting a redundancy process, particularly where numbers are borderline or operations span multiple sites. Early guidance is far less costly than defending a tribunal claim.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">The bigger picture: Why enforcement is tightening<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The doubling of the protective award doesn&#8217;t sit in isolation. It&#8217;s part of a wider set of changes in the Employment Rights Act 2025 aimed at strengthening enforcement of employment rights.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">As of April 2026, the new Fair Work Agency was established with powers to proactively investigate non-compliance. <a href=\"https:\/\/employmenthero.com\/uk\/resources\/termination-procedures-and-tribunal-time-limits-what-the-2026-rule-changes-mean-for-employers\/\">Tribunal claim time limits<\/a> will also extend from three months to six months in October 2027, giving employees more time to bring claims.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The combined effect is that employment law decisions made today may face scrutiny for longer and the financial consequences of getting them wrong are higher. Redundancy decisions, which are already high-risk and high-stakes, need to be handled with more care than ever.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Stay up to date with compliance with 91爆料<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you\u2019re trying to stay ahead of how the Employment Rights Act 2025 affects your business, 91爆料&#8217;s HR Advisory team can help. Our HR Advisory service team works directly with employers to interpret new legislation, update policies and manage risk with confidence. <a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">Find out more about HR Advisory services here<\/a>.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-nowrap is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/request-a-demo\/\">Learn more<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">FAQs<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1779247164692\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1779247164692\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the collective redundancy threshold under current UK law?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The current threshold is 20 or more redundancies proposed &#8220;at one establishment&#8221; within a 90-day period. Where this threshold is met, employers must collectively consult with a recognised trade union or elected employee representatives for a minimum of 30 days (or 45 days where 100 or more redundancies are proposed).<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1779247164696\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1779247164696\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Has the protective award already changed?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes. The doubling of the maximum protective award, from 90 days&#8217; pay to 180 days&#8217; pay per affected employee, came into force in April 2026. Any redundancy process running from that date onwards is subject to the higher penalty.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1779249718800\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1779249718800\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Does collective consultation apply if redundancies are spread across multiple sites?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Under current law, the collective consultation threshold is assessed \u201cat one establishment.\u201d In legal terms, an establishment is a single operational unit of the business, which is usually, but not always, a single physical workplace.<\/p>\n\n\n\n<p>This means that if fewer than 20 redundancies are proposed at each individual establishment, the obligation to collectively consult may not be triggered, even where the total number of redundancies across the wider business exceeds 20.<\/p>\n\n\n\n<p>However, the Employment Rights Act 2025 gives the government powers to introduce a new organisation-wide trigger through future regulations, which are expected to take effect from 2027. If implemented, employers may need to collectively consult where total redundancies across the business exceed a specified threshold, regardless of how those redundancies are distributed between sites or operational units.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1779249856207\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1779249856207\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens if an employer fails to collectively consult?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>A tribunal can award a protective award to each affected employee. From April 2026, this can be up to 180 days&#8217; pay per person. For a business making 25 redundancies at an average salary of \u00a335,000, that could mean over \u00a3428,000 in potential exposure if the process is missed entirely.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1779249892208\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1779249892208\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What should employers do while waiting for the 2027 regulations?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Plan conservatively. If proposed redundancies across your business add up to 20 or more, even if spread across sites, take advice before concluding that collective consultation isn&#8217;t required. Document how you assessed the thresholds, and ensure your procedures already reflect the higher financial stakes that have been in place since April 2026.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1779249923570\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1779249923570\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Does collective consultation replace individual consultation?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>No. Collective and individual consultation obligations run alongside each other. Where collective consultation is required, you must still consult individually with each employee at risk of redundancy. One process does not replace the other.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the collective redundancy threshold under current UK law?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The current threshold is 20 or more redundancies proposed \\\"at one establishment\\\" within a 90-day period. Where this threshold is met, employers must collectively consult with a recognised trade union or elected employee representatives for a minimum of 30 days (or 45 days where 100 or more redundancies are proposed).<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Has the protective award already changed?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes. The doubling of the maximum protective award, from 90 days' pay to 180 days' pay per affected employee, came into force in April 2026. Any redundancy process running from that date onwards is subject to the higher penalty.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Does collective consultation apply if redundancies are spread across multiple sites?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Under current law, the collective consultation threshold is assessed \\u201cat one establishment.\\u201d In legal terms, an establishment is a single operational unit of the business, which is usually, but not always, a single physical workplace.<\/p><p>This means that if fewer than 20 redundancies are proposed at each individual establishment, the obligation to collectively consult may not be triggered, even where the total number of redundancies across the wider business exceeds 20.<\/p><p>However, the Employment Rights Act 2025 gives the government powers to introduce a new organisation-wide trigger through future regulations, which are expected to take effect from 2027. If implemented, employers may need to collectively consult where total redundancies across the business exceed a specified threshold, regardless of how those redundancies are distributed between sites or operational units.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What happens if an employer fails to collectively consult?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>A tribunal can award a protective award to each affected employee. From April 2026, this can be up to 180 days' pay per person. For a business making 25 redundancies at an average salary of \\u00a335,000, that could mean over \\u00a3428,000 in potential exposure if the process is missed entirely.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What should employers do while waiting for the 2027 regulations?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Plan conservatively. If proposed redundancies across your business add up to 20 or more, even if spread across sites, take advice before concluding that collective consultation isn't required. Document how you assessed the thresholds, and ensure your procedures already reflect the higher financial stakes that have been in place since April 2026.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Does collective consultation replace individual consultation?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>No. Collective and individual consultation obligations run alongside each other. Where collective consultation is required, you must still consult individually with each employee at risk of redundancy. One process does not replace the other.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<style>\n\n.custom-table {\n  display: block;\n  overflow-x: auto;\n}\n\n.custom-table table tr:first-child th,\n.custom-table table tr:first-child td {\n  border: 1px solid #000 !important;\n  background-color: #7623d7 !important; \n color: #ffffff !important;\n  text-align: left;\n  padding: 10px;\n}\n\n#content-wrapper a,\n#content-wrapper p:not(.disclaimer),\n#content-wrapper ol,\n#content-wrapper ul {\n  font-size: var(--wp--preset--font-size--paragraph-2-m);\n}\n\n.content-wrapper li > ul li {padding-bottom:0.75rem!important;}\n.content-wrapper li:last-child > ul li {padding-bottom:0!important;}\n.eh-faq__container {flex-direction:column!important;}\n@media screen and (min-width: 1441px) {\n    .eh-faq__content {\n       max-width: 904px!important;\n        min-width: 715px!important;\n    }\n}\n.eh-faq {padding:0px 0px 24px 0px!important;}\n\n\n<\/style>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"https:\/\/employmenthero.com\/uk\/resources\/businesses\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52660 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog topic-business-basics\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The UK&#8217;s pay transparency plans need to work for small businesses too\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\" >The UK&#8217;s pay transparency plans need to work for small businesses too<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">The UK&#8217;s pay transparency plans could force salary disclosure in every job advert across England, Wales and Scotland. Learn what&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The UK&#8217;s pay transparency plans need to work for small businesses too<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-52535 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\" >Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">Wondering what an EOR actually costs in 2026? Break down Employer of Record pricing models, average fees and what to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-52494 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1707\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-scaled.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The Pros and Cons of Using an Employer of Record (EOR)\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-scaled.webp 2560w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-300x200.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-1024x683.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-768x512.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-1536x1024.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-2048x1365.webp 2048w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-440x293.webp 440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\" >The Pros and Cons of Using an Employer of Record (EOR)<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">Weighing up an EOR? Explore the key pros and cons of Employer of Record services, and find out if it&#8217;s&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Pros and Cons of Using an Employer of Record (EOR)<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>The Employment Rights Act 2025 has doubled the penalty for missed collective consultation. Find out what&#8217;s changed, what&#8217;s coming and what employers must do.<\/p>\n","protected":false},"author":694,"featured_media":50769,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"11 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"categories":[1],"tags":[313,353],"resource-type":[157],"topic":[],"learn_topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"content_type":[],"post_features":[],"class_list":["post-50767","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-employment-rights-act","tag-in-depth-analysis","resource-type-blog"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50767","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/694"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=50767"}],"version-history":[{"count":4,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50767\/revisions"}],"predecessor-version":[{"id":51478,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/50767\/revisions\/51478"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/50769"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=50767"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=50767"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=50767"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=50767"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=50767"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/learn_topic?post=50767"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=50767"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=50767"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=50767"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=50767"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=50767"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=50767"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=50767"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=50767"},{"taxonomy":"content_type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/content_type?post=50767"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=50767"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}