Consultation Support

Looking to make changes within your organisation? If it will have a fundamental impact on the employment relationship, you have a duty to inform and consult with your employees first.

Whether you’re embarking on large-scale redundancies, considering making changes to employees’ terms and conditions or going through a transfer of ownership, our skilled HR specialists can conduct productive consultations with those affected to help you make informed, commercial decisions. 

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How we help

Meaningful consultation to help you move forward

Employers have a legal duty to inform and consult on a range of business, employment and restructuring issues – but this isn’t just a box-ticking exercise. Involving employees in decision-making can help you to identify opportunities, generate new ideas and build trust.

However, this can be a large undertaking. If you don’t have the time or expertise to manage the consultation process yourself, Ellis Whittam can offload this pressure by assigning a dedicated HR Consultant to support you.

  • Support tailored to your reorganisation needs, from operational consultations with affected employees to full end-to-end project management
  • Expert presence at announcement or at-risk meetings to answer process questions so that managers can focus on the business case
  • Identify ways to avoid, reduce and mitigate the impact of redundancies by having a highly-qualified consultant lead consultations with employee reps
  • Ensure employees can make their case properly by having the same named consultant conduct individual consultation meetings on your behalf
  • Minimise noise with help pulling together FAQs of common questions that you can circulate to affected employees

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Popular FAQs

Common consultation queries, answered by our HR specialists.

What matters must employers consult employees on?

All employers must inform and consult their employees on selling the business or buying a new one, making 20 or more people redundant within a 90-day period, and health and safety issues. If you employ over 50 employees, you may also have to consult employees on changes to your pension scheme and share other business information within your workforce if they request an information and consultation agreement.

If I’ve already made a decision, do I need to consult?

Consultation should take place when proposals are still at a formative stage. If it begins after decisions have already been made, this will be too late for any meaningful discussions to be had. It is important to remember that consultation is not an end in itself and shouldn’t be treated as such. Consultation during a redundancy exercise, for example, is about more than just informing the employee of a decision you’ve already made; it should open a two-way dialogue where views and information can be exchanged, with the ultimate aim of exploring ways that redundancy might be avoided, as well as discussing any selection process with the employee. As Acas guidelines state, “Making a pretence of consulting on issues that have already been decided is unproductive and engenders suspicion and mistrust about the process amongst staff.”

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Why choose us?

At Ellis Whittam, we’re known for our bespoke service and the quality of our support. Not only is our expertise unmatched, but we take the time to know you so that we can function as a true extension of your team.

  • Your own small team of dedicated experts
  • Commercial, pragmatic advice tailored to you
  • Bespoke contracts, policies and handbooks
  • Trusted by over 35,000 organisations
  • Recognised as a leading firm by the Legal 500