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Collective redundancy and TUPE consultation deadline calculator

The consultation minimum turns on the number of proposed dismissals at one establishment, and the clock runs backwards from the first dismissal taking effect, not from the announcement. Failing to notify on form HR1 is a separate criminal offence with its own timing.

England & Wales ยท Deemed service, clear days and bank holidays applied ยท Methodology

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Not legal adviceRules reviewed June 2026Result shows its citation and workingCheck the current rule, any order and the facts before diary use

Work backwards from a deadline

Pick a target date and find the latest trigger date that still meets it.

Cited to the rule

Deadlines this calculator covers

17 encoded deadlines, each cited to its rule.

Collective consultation trigger - 20 or more dismissals at one establishment within 90 daysTULRCA 1992, s 188(1)

90 days from Employer proposes to dismiss as redundant 20 or more employees at one establishment within a rolling period of 90 days or less (s 188(A1) is inserted for regulation-making purposes only and has no operative effect)

Consultation must begin at least 30 days before the first dismissal - 20 to 99 dismissalsTULRCA 1992, s 188(1A)(b)

30 days before Date on which the first of the proposed dismissals takes effect

Consultation must begin at least 45 days before the first dismissal - 100 or more dismissalsTULRCA 1992, s 188(1A)(a)

45 days before Date on which the first of the proposed dismissals takes effect, where 100 or more dismissals are proposed

HR1 notification trigger - 20 or more dismissals at one establishment within 90 daysTULRCA 1992, s 193(2) (20 or more at one establishment); s 193(1) for the 100 or more limb

90 days from Employer proposes to dismiss as redundant 20 or more employees at one establishment within 90 days or less

HR1 must reach the Secretary of State at least 30 days before the first dismissal - 20 to 99 dismissalsTULRCA 1992, s 193(2)(b)

30 days before Date on which the first of the dismissals takes effect

HR1 must reach the Secretary of State at least 45 days before the first dismissal - 100 or more dismissalsTULRCA 1992, s 193(1)(b)

45 days before Date on which the first of the dismissals takes effect, where 100 or more dismissals are proposed

Protective award complaint - three months from the last dismissal taking effectTULRCA 1992, s 189(5)(a) and (b)

3 months from Date on which the last of the dismissals to which the complaint relates takes effect

ACAS early conciliation period extended to 12 weeksEmployment Tribunals (Early Conciliation: Exemptions and Rules of Procedure) (Amendment) Regulations 2025, SI 2025/1153, reg 2, amending rule 6(1) of the Schedule to SI 2014/254

84 days from Presentation of an early conciliation form to ACAS, or telephoning ACAS, on or after 1 December 2025

Maximum protective award - 180 days for dismissals taking effect on or after 6 April 2026TULRCA 1992, s 189(4)(b), as amended by Employment Rights Act 2025, s 30(2)

180 days from Start of the protected period under s 189(4)(a), where the dismissal takes effect on or after 6 April 2026

Maximum protective award - 90 days for dismissals taking effect before 6 April 2026Employment Rights Act 2025 (Commencement No. 2 and Transitional and Saving Provisions) (Amendment) Regulations 2026, SI 2026/323, reg 5

90 days from Dismissal taking effect before 6 April 2026

Employee complaint of failure to pay under a protective award - three monthsTULRCA 1992, s 192(2)(a)

3 months from The day, or the last of the days, in respect of which the complaint of non-payment is made

PENDING - tribunal time limits rising from three to six monthsEmployment Rights Act 2025, Sch 12 para 2 (TULRCA ss 189(5), 192(2)) and Sch 12 para 13 (TUPE regs 12(2), 15(12)) - no commencement instrument made as at 25 July 2026

6 months from Act or failure to act complained of occurring on or after the commencement date

Employee liability information must be notified at least 28 days before the transferTUPE 2006, reg 11(6)

28 days before Date of the relevant transfer

Employee liability information must be current to within 14 days of notificationTUPE 2006, reg 11(3)

14 days before Date on which the information is notified to the transferee

Transferee complaint of failure to notify employee liability information - three monthsTUPE 2006, reg 12(2)(a) - add PENDING flag: ERA 2025 Sch 12 para 13(2) substitutes six for three in reg 12(2)(a) and (b); not in force as at 25 July 2026 and no commencement instrument made

3 months from Date of the relevant transfer

Complaint of failure to inform or consult - three months from completion of the transferTUPE 2006, reg 15(12)(a)

3 months from Date on which the relevant transfer is completed

Employee complaint of unpaid TUPE compensation - three months from the tribunal's orderTUPE 2006, reg 15(12)(b)

3 months from Date of the tribunal's order under reg 15(7) or (8)

Time limits at a glance

The headline periods below restate the encoded rules. Run the calculator above for the exact date, with deemed service, clear days and bank holidays applied.

Collective consultation trigger - 20 or more dismissals at one establishment within 90 days: what is the time limit?

90 days from Employer proposes to dismiss as redundant 20 or more employees at one establishment within a rolling period of 90 days or less (s 188(A1) is inserted for regulation-making purposes only and has no operative effect), under TULRCA 1992, s 188(1). The calculator applies deemed service, clear days and bank holidays automatically and shows the rule behind the date.

Consultation must begin at least 30 days before the first dismissal - 20 to 99 dismissals: what is the time limit?

30 days before Date on which the first of the proposed dismissals takes effect, under TULRCA 1992, s 188(1A)(b). The calculator applies deemed service, clear days and bank holidays automatically and shows the rule behind the date.

Consultation must begin at least 45 days before the first dismissal - 100 or more dismissals: what is the time limit?

45 days before Date on which the first of the proposed dismissals takes effect, where 100 or more dismissals are proposed, under TULRCA 1992, s 188(1A)(a). The calculator applies deemed service, clear days and bank holidays automatically and shows the rule behind the date.

HR1 notification trigger - 20 or more dismissals at one establishment within 90 days: what is the time limit?

90 days from Employer proposes to dismiss as redundant 20 or more employees at one establishment within 90 days or less, under TULRCA 1992, s 193(2) (20 or more at one establishment); s 193(1) for the 100 or more limb. The calculator applies deemed service, clear days and bank holidays automatically and shows the rule behind the date.

HR1 must reach the Secretary of State at least 30 days before the first dismissal - 20 to 99 dismissals: what is the time limit?

30 days before Date on which the first of the dismissals takes effect, under TULRCA 1992, s 193(2)(b). The calculator applies deemed service, clear days and bank holidays automatically and shows the rule behind the date.

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