The business world can be a ruthless place. News recently broke that Unilever, the consumer goods giant behind brands like Dove and Ben & Jerry’s, is planning to cut approximately 3,200 jobs across its European workforce. This has brought the term “collective redundancy” to the forefront of public attention. So, what exactly does this mean, and how does the law protect workers in these situations?

A collective redundancy occurs when an employer proposes to dismiss 20 or more employees within a 90-day period at one establishment. It’s a large-scale redundancy process, often triggered by restructuring, downsizing, or financial difficulties. In the UK, specific laws and procedures apply to protect employees’ rights during collective redundancies.

One of the cornerstones of the UK’s employment law is the requirement for collective consultation. Before making any final decisions about redundancies, employers must consult with either:

• Trade union representatives: If the employees are unionised.
• Elected employee representatives: If there is no union or if the union is not recognised by the employer.

The purpose of collective consultation is to:

• Inform employee representatives about the proposed redundancies.
• Discuss ways to avoid or reduce the number of dismissals.
• Mitigate the consequences for the affected employees.

Employers must begin consultation at least 30 days before the first dismissal if the redundancies affect 20 to 99 employees, or 45 days before if 100 or more employees are involved.

While the prospect of redundancy is undoubtedly stressful, it’s important to remember that it doesn’t always mean immediate termination. Employers have a duty to consider alternatives, such as:

• Redeployment to other suitable vacancies within the company.
• Retraining for different roles.
• Reduced working hours or voluntary redundancy.

Only if these options are genuinely explored and prove unfeasible can an employer proceed with compulsory redundancies.

Both employers and employees can benefit from seeking legal advice during collective redundancy situations.

For Employers:

• Ensuring compliance with all legal requirements.
• Drafting fair and comprehensive redundancy packages.
• Negotiating settlement agreements with employees.
• Managing the consultation process effectively.

For Employees:

• Understanding their rights and entitlements.
• Reviewing settlement agreement terms and negotiating better deals.
• Challenging unfair dismissal claims if necessary.

In many collective redundancy cases, employers offer settlement agreements to affected employees. These agreements typically involve a financial package in exchange for the employee waiving their right to pursue certain legal claims. However, it’s crucial for employees to have a solicitor review any settlement agreement before signing it to ensure it’s fair and protects their interests.

The situation at Unilever serves as a stark reminder of the challenges facing many businesses in today’s economy. While collective redundancies are sometimes unavoidable, they should always be conducted in a transparent, fair, and legally compliant manner. By understanding their rights and obligations, both employers and employees can navigate these difficult situations with greater confidence and minimise the negative impact on their lives and livelihoods.