Technology to transform how you manage large-scale consultations
Improve compliance of large-scale consultations with Meeting Manager – our unique technology for streamlining redundancy, TUPE, and any other organisational change processes.
Transform large-scale one-to-one consultation processes
With over 20 years’ experience supporting organisational change, we understand the challenges those managing large-scale consultation meetings are facing – such as redundancies, TUPE transfers, restructuring and employment contract changes.
That’s why we created Meeting Manager – a unique solution that streamlines collective consultations, reducing admin distractions with built-in redundancy consultation meeting scripts. By simplifying meeting management, it helps you stay fully present and engage empathetically, ensuring affected employees feel heard and improving both their experience and business outcomes.
Expert redundancy support for businesses
Managing large-scale change is complex for everyone involved, from affected employees, those managing the process and those remaining in the business. Without the right tools, collective redundancy consultation processes are more complicated than they need to be, affecting the employee experience and increasing the risk of non-compliance.
Consultation isn’t just about meeting legal requirements — it’s an opportunity to engage employees, provide clarity and uncover new possibilities. But without the right support, inefficiencies can lead to costly risks, including tribunal awards of up to 90 days’ uncapped pay per affected employee, and now with the risk of a 25% uplift in compensation if companies fail in their consultation duties.
Our purpose-built technology, Meeting Manager, simplifies consultations, ensuring compliance while giving managers the time and focus to have meaningful conversations. Employees feel heard, and organisations build trust and fairness throughout the process.
The right technology safeguards your organisation’s reputation while supporting employees with a compassionate, structured approach — delivering the best outcomes for all.
What do consultation meeting tools support?
Meeting Manager empowers organisations to deliver compliant and compassionate consultations for any process that involves a requirement to consult with colleagues at scale, including:
Redundancies
In today’s climate, redundancies are a constant reality. With 4 in 5 organisations anticipating they’ll need to make large-scale change, including redundancies, it’s vital that they navigate the process with confidence and compliance.
Meeting Manager provides the tools and support you need to manage the redundancy consultation meeting process with empathy and efficiency.
TUPE
Navigating TUPE (Transfer of Undertakings (Protection of Employment)) can be complex, requiring a significant understanding of the needs of the business and the rights of affected employees.
Meeting Manager simplifies the consultation process, enabling compliance and a smooth transition for employees.
T&C Changes
Changes to employment terms and conditions need to consulted with the impacted employees to ensure that they are aware of the updated terms of their role.
Communicate and implement T&C changes effectively with Meeting Manager‘s structured platform, delivering clarity and minimising disruption.
Benefits of digitally transforming consultation meeting processes
Meeting Manager delivers numerous benefits to organisations undergoing large-scale change, including:
Improve employee experiences
Improve meeting quality and employee experience with embedded redundancy consultation meeting scripts and dedicated note-taking support, allowing managers to focus on the conversation, not administration.
Meeting Manager enables you focus on impacted employees, improving their experience during difficult transitions.
Flexible and scalable solution
Adaptable to your specific needs, whether you have 100 or 1000+ employees. Our service scales with your requirements, providing tailored solutions for any size consultation.
From small-scale changes to large-scale restructuring, Meeting Manager scales to meet your needs.
Risk mitigation
Reduce the risk of grievances and tribunals with built-in red flag identification and tracking, ensuring compliance and minimising potential legal costs.
Proactively identify and address potential issues before they escalate. Meeting Manager helps you stay compliant and avoid costly legal challenges.
Expert HR support
Complement Meeting Manager with expert support from our experienced team of HR professionals who provide quality assurance, note-taking support, and even meeting chairing, ensuring seamless and compliant execution of your consultation process.
Driving process efficiency
Simplify meeting management and consultations with an intuitive platform for scheduling, note-taking, and reporting, freeing up HR teams to focus on strategic initiatives.
Meeting Manager streamlines your workflow, saving you time and resources.
Data-driven insights
Meeting Manager provides real-time visibility into consultation progress, red flags and meeting outcomes with comprehensive MI reporting, enabling proactive intervention and informed decision-making to ensure successful outcomes.
Gain visibility and mitigate tribunal risk with real-time dashboards
Meeting Manager’s real-time dashboard ensures you can track the progress of consultation periods while providing stakeholders with confidence that consultation periods remain on schedule. With built-in safeguards, it helps mitigate risks by highlighting red flags in real time, allowing you to address concerns before they escalate. By proactively managing risks and maintaining transparency, organisations can reduce the likelihood of disputes, uphold employee trust and strengthen compliance.
“The AdviserPlus ways of working have formed part of the footprint of change management within WHSmith going forward. We couldn’t have managed this change programme in such a short space of time without them. AdviserPlus have demonstrated lots of flexibility, patience, and super quick response times.”
WHSmith
How does Meeting Manager improve the consultation process?
Meeting Manager streamlines the management of complex, large-scale organisational change programmes by reducing the administrative burden of booking and tracking consultation meetings. By combining efficiency with data visibility, Meeting Manager enables HR teams to manage programmes effectively, maintain compliance and focus on delivering the best outcomes for both the organisation and its people.
This is also complemented by a real-time dashboard, that provides a live view of all activity, ensuring nothing is overlooked. It enables day-by-day tracking of scheduled and completed meetings, highlighting key metrics at a glance, and flags potential risks within individual cases.
Technology
Meeting Manager is our unique, proprietary technology to support the administration of large-scale consultation processes, including diarising meetings and recording meeting notes, to reduce administrative and compliance risks.
People
Meeting Manager can be complemented with note-taking support, which can be scaled up at short notice to ensure an accurate account of meetings and ensure compliance to safeguard your organisation from potentially expensive employment tribunal claims.
Analytics
Meeting Manager captures consultation data to provide actionable analytics and people insights, enabling project leads to have real-time visibility of the progress of the programme, of meeting outcomes and of red flags.
A holistic approach to redundancies from the
Empowering People Group
The Empowering People Group combines specialist HR expertise with a passion for driving business performance through people. The four companies within the Group share a passion for people-empowerment and bring together a suite of redundancy services, including employment law, consultation meeting administration and HR support, career transition and outplacement services, and coaching, learning and development.
Making redundancies will never be an easy decision – but our range of services can ensure the best possible outcome – for the organisation, those leaving the business and those who continue to work in your business. Download our factsheet to find out more about how the Empowering People Group companies simplify redundancy processes to transform the experiences of everyone involved.
“I don’t know who else could have done this. Other companies are note-takers, and AdviserPlus offer a lot more. I thought ‘if anyone can do it, it’s going to be these guys!’, I didn’t need to have a plan B. AdviserPlus were so aligned with our culture, the gym managers thought they were an extension of our own HR team.”
The Gym Group
Frequently asked questions
Currently, collective consultation is triggered when an employer proposes to make 20 or more employees redundant within a 90-day period at a single establishment.
This is likely to change once the Employment Rights Bill comes into effect in 2026, which has proposed removing the ‘at one establishment’ clause. This means that redundancies will be aggregated across the entire business, not just a single location, making it more likely that collective consultation will be triggered.
Yes, there may be situations where individual consultations and collective consultations need to be run around the same time. However, collective consultations should be held before holding individual consultations
For example, when an employer has agreed with employee representatives how many employees will be made redundant and how they’ll be selected. They will still need to consult with them about other redundancy-related issues. In this situation, it may be appropriate to start individual consultation with the affected employees.
There is no limit on how long consultation periods last, but employers must have minimum consultation period before dismissing any employees (or engaging in any other change programme):
For 20 – 99 redundancies, the minimum consultation period is 30 days.
For 100 or more redundancies, the minimum consultation period is 45 days.
Unlike redundancies, which have a minimum consultation period, there is no set timeframe for the incoming or outgoing employer to inform and consult employees and representatives in a TUPE transfer.
By law, employers must allow sufficient time to inform and fully consult before the transfer. The duration depends on the scale of the transfer and the number of employees affected.
Failure to provide proper collective consultations can lead to significant legal and reputational risks for an organisation.
If either the affected employees feel aggrieved by a poor consultation process or by a lack of consultation altogether, they can bring their grievances to an employment tribunal.
As of the 20th January 2025, the Trade Union and Labour Relations (Consolidation) Act 1992 (Amendment of Schedule A2) Order 2024 has given tribunals the power to increase any compensation it gives to affected employees an additional 25%, on top of the 90 days’ uncapped pay per employee.
It’s essential that red flags highlighted during consultations – such as an employee disclosing a physical or mental health condition, a manager not following the script or an employee leaving the meeting – are addressed quickly and in a timely manner to prevent escalations which can result in more complex issues.
More often that not, these are much are more difficult to resolve the longer they go un-addressed. Alongside maintaining trust and compliance, tackling red flags early reassures employees that their concerns are taken seriously, thus reducing disputes later in the process.
Meeting Manager is designed to help you confidently manage redundancies by streamlining your collective consultation processes. It simplifies scheduling and tracking consultation meetings in real time, ensuring that every stage of the process adheres to the required timelines. With automated alerts and actionable insights, you can quickly identify and address any issues, keeping your process compliant and reducing the risk of disputes. In short, Meeting Manager provides the tools you need to handle redundancies effectively, maintaining both regulatory compliance and stakeholder trust.
In this instance, no. The 20 within the 90-day limit will apply to each separate legal entity, not the group or company as a whole.
Want to see how Meeting Manager works in practice?