England and Wales commercial and regulatory procedures
When must HR1 be given for 100 or more proposed redundancies?
At least 45 days before the first dismissal and before termination notices. Give the required notification to the Secretary of State. The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
- Period
- At least 45 days before the first dismissal and before termination notices
- Trigger
- First dismissal takes effect, paired with the earlier giving of termination notices
- Rule
- Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7). The retained source governs give the required notification to the Secretary of State. The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
Source guide · No automated date
Check the applicable procedure
The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch. This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule. The actual first dismissal takes effect, paired with the earlier giving of termination notices and required completion must be established before using a final date.
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When must HR1 be given for 100 or more proposed redundancies?
At least 45 days before the first dismissal and before termination notices. Give the required notification to the Secretary of State. The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
Responsible actor. Employer proposing qualifying redundancies.
First dismissal takes effect, paired with the earlier giving of termination notices.
The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)How does this provision count time?
- Give the required notification to the Secretary of State.
- This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule.
- The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule.
This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule. The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)Which facts prevent one automatic date?
The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch. This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule. The actual first dismissal takes effect, paired with the earlier giving of termination notices and required completion must be established before using a final date.
The employer proposing qualifying redundancies has established the applicable procedure and first dismissal takes effect, paired with the earlier giving of termination notices. The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch. Give the required notification to the Secretary of State. At least 45 days before the first dismissal and before termination notices. No computed final date is supplied.
A proposed completion raises a nonbusiness-day or time-boundary question for give the required notification to the Secretary of State. This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule. Resolve this boundary under the identified provision and actual completion route. This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule.
Termination notices are planned before the numeric lead-time date. The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch. The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch. No automatic final date follows from this scenario.
Which conditions and exceptions apply?
- Applicable procedure and actual event
- The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
- Counting and completion boundary
- This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule.
- The 45-day minimum does not displace the earlier before-notice requirement. Establish both dates and the correct dismissal-count branch.
- Employer proposing qualifying redundancies. First dismissal takes effect, paired with the earlier giving of termination notices. Give the required notification to the Secretary of State. This is a statutory advance-notification requirement. Do not apply a later next-open-day court-filing rule.
What must the responsible actor complete?
Questions about this procedure
When must HR1 be given for 100 or more proposed redundancies?
Does meeting the numeric minimum alone suffice?
No. Notification must also precede giving the relevant termination notices.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)Does posting or receipt control every submission route?
Use the section 193 giving provisions and the actual authorized submission route, rather than assuming court filing rules.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)Which dismissal sets the advance period?
The first dismissal taking effect in the qualifying proposal.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)Does HR1 authorize dismissal?
It is notification, not approval of the redundancy or consultation process.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)What information accompanies notification?
Section 193(4) addresses the form, particulars and representative consultation information.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)What if special circumstances exist?
Section 193(7) still requires all reasonably practicable compliance steps.
Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7)Official sources and review
Provisions used (2)
| Provision | Purpose |
|---|---|
| Trade Union and Labour Relations (Consolidation) Act 1992, section 193(1) and section 193(4), (6), (7) | Check the identified procedure, event, counting rule or qualification |
| gov collective hr1, Notification timing and form HR1 | Check the identified procedure, event, counting rule or qualification |