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Employment · Employment team, HR director, in-house counsel

Plan a collective redundancy consultation timetable

Delmere Care Group is proposing to close two sites and ninety roles are at risk across three establishments. The run works out whether collective consultation is triggered, at which establishment, and what the timetable has to look like counted back from the first intended dismissal.

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Agents
Research, Employment
First draft
A dated timetable arrives from one run, early enough to move the announcement if the arithmetic requires it.

The problem

The trigger for collective consultation is counted per establishment over a rolling period, which is exactly the kind of arithmetic a business gets wrong when it plans an announcement date first and asks about the law second. The notification duty runs to its own deadline, and a protective award is uncapped by reference to loss.

  1. Step 01 of 05

    Record the establishments and the numbers

    The matter carries the three sites, the headcount at risk at each, the proposed first dismissal date and the proposed announcement date.

    Matters · Project Halcyon · SPA warranties and disclosureOpen

    Project Halcyon: SPA warranties and disclosure

    Buy-side warranty review, disclosure analysis and cited due-diligence grid.

    Client
    Halcyon Bidco Ltd
    Reference
    WC-2026-0412
    Practice area
    Corporate / M&A
    Jurisdiction
    England and Wales
    Responsible partner
    E. Vance
    No conflict check on file.

    Chat, on this matter

    Compare warranties with the disclosure letter.

    Three high-priority exceptions require action: the unregistered charge, the change-of-control right and the tribunal claim.

    Send a message… (@ to mention tools)BalancedPrepare for
    1. 25 Aug

      Disclosure exceptions matrix

      Chat

    2. 21 Aug

      Disclosure exceptions matrix

      Run · completed · 560 credits

    3. 18 Aug

      Project Halcyon: Disclosure Letter

      Document · indexed

    4. 16 Aug

      Project Halcyon: Share Purchase Agreement

      Document · indexed

    5. 4 Aug

      Matter opened

      Opened

  2. Step 02 of 05

    Ask the trigger question

    Whether the twenty and one hundred thresholds are met at each establishment, and whether the sites can be aggregated on these facts.

    Matters · 14 Rowan Court, Flat 9 · ResearchSources ranked
    Matter: 14 Rowan CourtEngland and WalesResearch Agent
     
    Prepare for: Court-Ready · Deliver as: Word

    Where we looked

    • 1Your documentsLease, demand, correspondence
    • 2Primary law3 statutes, 1 judgment
    • 3Regulators and the recordNothing needed
    • 4Web searchOff for this question

    Authorities · 4

    • 1

      Law of Property Act 1925, s 146

      c 20
      not yet checked
    • 2

      Housing Act 1996, s 81

      c 52
      not yet checked
    • 3

      Commonhold and Leasehold Reform Act 2002, s 168

      c 15
      not yet checked
    • 4

      Escalus Properties Ltd v Robinson

      [1996] QB 231 (CA)
      not yet checked

  3. Step 03 of 05

    Build the counted-back timetable

    The Employment Agent runs on the Thorough tier with Prepare for: Work-Stream Memo, producing every date from the notification through to the first dismissal, working backwards from the fixed end date.

    Agents · Contract Agent · New runMatter: Northgate · senior associate hire

    Agent

    Jurisdiction

    Prepare for

    Deliver as

    Instruction

    What should the agent look for?

    Documents

    Drop a contract, or pick one from the matter

    Also on the matter

    • Offer_letter_v3.pdf2 pages
    • Staff_handbook_2025.docx61 pages
    • Board_minute_14_Aug.pdf3 pages
    Platform model · zero data retention · audit register on

  4. Step 04 of 05

    Read the exposure if the dates slip

    The memo states what a protective award would look like against this headcount, and what happens to the timetable if the announcement moves by a fortnight.

    Agents · Contract Agent · Employment Contract Compliance ReviewCompleted
    6 items need your confirmation14 authorities · Where we looked

    Senior Associate Employment Contract: English Law Review

    Summary

    1. 1.

      Clause 9(c), non-competeHigh

      The 12-month prohibition on working for any law firm anywhere in the UK, Ireland or EU, in any capacity, is almost certainly wider than reasonably necessary and therefore unlikely to be enforceable.

      Tillman v Egon Zehnder Ltd [2019] UKSC 32
    2. 2.

      Clause 11, data and monitoringHigh

      Blanket contractual consent is not an adequate basis for general employment processing, special-category data or unrestricted monitoring.

      UK GDPR, Arts 6 and 9
    3. 3.

      Clause 4, holiday carry-overHigh

      The unconditional five-day cap conflicts with mandatory carry-over rights where sickness, statutory leave or employer failure prevents leave being taken.

      Working Time Regulations 1998, regs 13 to 13A

  5. Step 05 of 05

    Hand over the owned dates

    Each date becomes an action item with an owner in HR or the legal team, and the two facts the client must confirm about the election of representatives are left as open questions.

    Agents · Contract Agent · Employment Contract Compliance ReviewCompleted

    • Replace the UK/Ireland/EU non-compete with a 3 to 6 month restriction tied to competing corporate-law work.

    • Replace blanket data consent with a lawful-basis clause and a separate monitoring notice.

    • Remove the five-day carry-over cap and reference the statutory carry-over rules.

    • Narrow the client non-solicit to clients dealt with in the final 12 months.

    • Add an explicit working-time opt-out withdrawal mechanism.

    • Confirm the bonus clause states the discretion is exercised in good faith.

What comes back

A document, not a transcript.

  • A trigger analysis per establishment with the aggregation question answered on the facts given.
  • A dated timetable counted back from the first intended dismissal, including the notification deadline.
  • An exposure note on protective awards at this headcount, with the assumptions stated.
  • Open questions on whether existing representatives can be used or an election is required.

Authorities it checks

  • Trade Union and Labour Relations (Consolidation) Act 1992, s 188
  • Employment Rights Act 1996, s 139
Every source it may cite

What it does not do

  • It does not run the consultation meetings or draft the notification form for submission.
  • It does not decide whether the sites are one establishment where the facts are genuinely open; it names what would settle it.
  • It does not select individuals for redundancy or score a selection matrix.

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