Yes. Consultation isn't a nice-to-have, it's part of what makes a redundancy fair. Even for one role, you're expected to sit down with the person, explain what's happening, show how you're selecting, and genuinely weigh their views and any alternatives before you decide. A redundancy that's already decided before you speak to anyone is the classic unfair dismissal.
If you're proposing twenty or more redundancies at one site within ninety days, stricter collective rules kick in, with minimum time periods and employee reps. Get the scale wrong, or treat consultation as a box to tick, and you're looking at protective awards on top of unfair dismissal. Plan the whole process before you announce a thing.
Every situation has its own details, and those details change the right answer. For a read on yours, take the free Employee Situation Check or book a call.
General guidance to help you decide your next step, not legal advice. Employment law changes, so always check the current position for your own situation.
