Streamline redundancy consultation meetings
Improve compliance and compassion during consultation processes with meeting manager – our unique technology for simplifying consultation meetings for redundancy, TUPE, and any other organisational change processes.
Transform redundancy consultation meeting processes
With over 20 years’ experience supporting organisational change, we understand the challenges those managing consultation processes are facing – such as redundancies, Mutually Assured Resignation Schemes (MARS), TUPE transfers, restructuring and employment contract changes.
That’s why we created meeting manager – a unique solution that simplifies 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.
2025 Redundancy landscape: People, process and engagement
Expert redundancy and organisational change support
Consultation processes are complex and emotionally demanding, for affected employees, those leading the conversations and colleagues who remain. Without the right tools, redundancy consultations can become unnecessarily complicated, risking non-compliance and damaging the employee experience.
But consultations aren’t only a legal requirement. 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 the additional penalty 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.
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
Four in five organisations expect to make redundancies this year, so navigating consultation confidently is essential. meeting manager gives your teams the tools and support they need – including built-in redundancy meeting scripts and admin support – to manage the process efficiently and engage employees consistently and compliantly.
TUPE
TUPE (Transfer of Undertakings (Protection of Employment)) can be complex, requiring a clear grasp of business needs and employee rights. meeting manager simplifies the consultation process, supporting compliance and a smooth transition for employees.
T&C Changes
Changes to employment terms must be consulted with affected employees to ensure they understand their updated role. meeting manager helps you communicate and implement changes clearly, using a structured platform that minimises disruption.
Mutually Agreed Resignation Schemes
Mutually Agreed Resignation Schemes (MARS) offer flexibility but need sensitive, well-structured conversations to avoid confusion or risk. meeting manager supports MARS consultations with clear guidance and built-in scripts, ensuring discussions are consistent, compliant and compassionate.
“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
Benefits of digitally transforming consultation meeting processes
meeting manager transforms how organisations handle consultation processes, including redundancy consultation meetings and TUPE consultations, by delivering:
Improved employee experience
Improve how you handle redundancy consultation meetings with built-in redundancy consultation meeting scripts and dedicated note-taking support.
By removing administrative pressure, managers can focus fully on the conversation, leading to more consistent, compliant and compassionate employee interactions during challenging transitions.
Flexible, scalable delivery
Whether you’re managing a single TUPE consultation or a large-scale redundancy programme involving 1,000+ employees, meeting manager scales to meet your needs.
It adapts to the size and complexity of any consultation process, providing structure and consistency at every stage.
Stronger 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 support from experienced HR professionals who can assist with how to handle redundancy consultation meetings effectively.
From note-taking and quality assurance to meeting chairing, our experts ensure every step of the process is compliant, consistent and well-executed.
Greater process efficiency
Streamline scheduling, note-taking and reporting through an intuitive platform that reduces the admin burden.
With meeting manager, HR teams save time and focus on what matters most, supporting people and driving outcomes.
Real-time visibility and insight
Track consultation meeting progress, red flags and meeting outcomes through comprehensive MI reporting.
meeting manager gives you the oversight to intervene early, course-correct where needed and ensure consultations stay on track.
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.
Are your redundancy processes people-centric?
Try our free redundancy diagnostic tool to assess whether your processes are people-centric.
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. Our expertise within the Group 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
Want to see how meeting manager works in practice?
Frequently asked questions
Currently, 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 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.
Redundancy consultation is a legal requirement when employers are considering making roles redundant. It’s a formal process where employees are informed about the proposed changes, the reasons behind them and the roles at risk. It’s also a chance for employees to ask questions and raise concerns.
The consultation should be meaningful and take place early enough for feedback to be considered before any final decisions are made. It’s also an opportunity to discuss support options for those affected, such as redeployment or redundancy terms.
Redundancy consultation meetings should be approached with clarity, empathy and structure. Start by clearly explaining the business rationale for the proposed changes, the roles at risk, and what the consultation process will involve. Give employees space to respond, ask questions, and share any suggestions or concerns they may have.
It’s important to listen carefully, document the discussion accurately, and follow up on any actions or information requested. These meetings aren’t just a formality, they’re a key part of ensuring the process is transparent and legally compliant.
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 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 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.
In the UK, there is generally no framework for whether or not a redundancy consultation meeting can be recorded. An employee can ask for the meeting to be recorded, but the employer does not need to agree to it.
What’s more important is to ensure that accurate notes are taken. That’s where meeting manager is essential. Its note-taking support improves employee experience, improves compliance and delivers greater efficiencies.