Master the HR1 Form: Your Ultimate Guide to Managing Redundancies

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In this article, we will delve into the intricacies of the HR1 form, its purpose, and how to complete it correctly, offering guidance to employers, HR professionals, and small business owners navigating the redundancy process.

What is the HR1 form?

The HR1 form, also known as the Redundancy Notification form, is an essential document mandated by the UK government. It serves as a means for employers to notify the appropriate government about potential redundancies within their organization.

This form aims to inform the government of impending redundancies, ensuring that employees and the government can take appropriate actions to support affected individuals.

When employers consider making a significant number of employees redundant, it is crucial to follow the legal requirements outlined by the government. The HR1 form is pivotal in this process, requiring employers to provide detailed information about potential redundancies.

By completing this form, employers fulfil their duty to inform the government, facilitating the necessary steps to assist affected employees during this challenging period.

The form captures essential information about the proposed redundancies, including the number of employees affected, job roles, and contact details. This data allows the government to assess the scale and nature of the sameness, enabling them to provide appropriate guidance and support.

Additionally, the form requires employers to specify the reasons for the redundancies, whether due to business closure, downsizing, or other operational changes.

This information helps the government gain insights into the circumstances surrounding the proposed redundancies, further assisting in providing tailored assistance.

How this information is used?

Once the HR1 form is submitted, the government departments, such as the Insolvency and the Redundancy Service, utilize the information provided to assess the scale and nature of the potential redundancies.

This data assists the government in identifying trends and patterns in redundancy situations, enabling them to offer guidance and support to employers and employees facing redundancy.

Furthermore, the information collected through the HR1 form aids in allocating resources effectively, such as training services and job brokering services, to assist redundant employees in finding suitable alternative employment opportunities.

How to complete form HR1

Completing the HR1 form accurately and comprehensively ensures compliance with legal requirements and facilitates a smooth redundancy process. Here are the key steps to follow when completing the form:

Employer and company details

Provide the necessary information about the employer and the company. This includes the company name, address, and contact information. Include accurate and up-to-date information to facilitate communication with the government.

Employees potentially affected

Indicate the number of employees who may be made redundant, along with their job roles and contact information. This information allows the government to gauge the impact of the proposed redundancies and provide support accordingly.

Reason for redundancies

Clearly state the reasons for the redundancies. Whether due to business closure, downsizing, or a significant change in the organization's operations, providing a concise explanation helps the government understand the circumstances surrounding the proposed redundancies.

Redundancy consultation

Outline the plans for consultation with employees affected by the redundancies. The law requires employers to engage in a meaningful consultation process to explore alternative options and mitigate the impact of redundancies on employees.

Redundancy payments

In this section, you need to provide details about redundancy payments, including the basis of calculation and the amount each affected employee may receive. Ensure compliance with legal requirements and refer to the Redundancy Payments Service guidelines for accurate information.

Date of first dismissal

Specify the date when the first dismissal is expected to take effect. This is crucial information for the government to assess the timeline of the redundancy process and provide appropriate support to affected employees.

Notifying the secretary of state

Complete this section by providing the relevant details for notifying the Secretary of State about the proposed redundancies. This includes the name of the individual responsible for completing the HR1 form and their contact info.


Conclude the form by signing and dating the declaration, confirming that the information provided is accurate and complete to the best of your knowledge.

Need assistance?

Navigating the complexities of the HR1 form and the redundancy process can be daunting. If you require assistance or have further questions, the departments, such as the Insolvency Department and the Redundancy Payments Service, are available to provide guidance and support.

HR1 form and the redundancy process

Ensuring compliance and support

As an employer, understanding the HR1 form's purpose and complying with its requirements is crucial to ensure a smooth and legally compliant redundancy process.

  • By completing the form and notifying the government, employers provide advance notification of potential redundancies and enable the government to offer guidance and support to employers and affected employees.

  • The form serves as a means for employers to notify the government about redundancies within their organization. It is a form of advance notification, allowing the government to take necessary actions and support employers and employees facing the prospect of redundancy.

  • To complete the HR1 form accurately, employers need to provide relevant information about the redundancies. This includes details such as the number of employees who may be made redundant, their job roles, and contact information.

  • By collecting this information, the government, such as the Redundancy Payments Service and the Insolvency Service, can assess the scale and nature of the redundancies and provide proper guidance and support.

  • The form also requires employers to outline their plans for consultation with employees who may be affected by the redundancies.

  • This consultation process is crucial for employers to engage with employees, explore alternative options, and mitigate the impact of redundancies. Employers demonstrate their commitment to fairness and transparency by involving employees in decision-making.

  • Another essential aspect addressed in the form is payments. Employers must provide details about the basis of calculation and the amount each affected employee may receive as part of their redundancy package.

  • Adhering to the Redundancy Service's legal requirements and referencing guidelines ensures employers fulfil their obligations and provide reasonable compensation to employees facing redundancy.

  • Upon completing the HR1 form, employers are responsible for notifying the Secretary of State about the proposed redundancies.

This notification ensures that the appropriate government departments are informed and can provide guidance and support as needed. Failure to comply with this requirement may result in legal consequences and potential delays in the redundancy process.

The form is not only beneficial for employers but also for employees facing redundancy. It enables the government to collect data on redundancies across different companies and industries, allowing them to identify trends, patterns, and areas where additional support may be required.

This information helps the government allocate resources effectively, such as job brokering and training services, to assist redundant employees in finding good alternative employment opportunities.

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Redundancy consultation

Engaging employees and exploring alternatives

In making employees redundant, employers in the UK are legally obligated to engage in a meaningful redundancy consultation with affected employees. Redundancy consultation is a crucial step in the redundancy process, allowing employers to involve employees in decision-making, explore alternatives, and mitigate the impact of redundancies.

The purpose of redundancy consultation is to allow employees to express their views, ask questions, and contribute to the decision-making process.

It promotes open communication, transparency, and fairness in handling redundancies. By engaging in consultation, employers can demonstrate their commitment to treating employees with respect and sensitivity during this challenging time.

The consultation process should commence as early as possible once the decision to make employees redundant has been proposed. It should be conducted promptly, allowing sufficient time for meaningful discussions and considering alternatives.

The duration of the consultation period depends on the number of employees being made redundant. For proposed redundancies of 20 or more employees within 90 days at a single establishment, employers must consult for a minimum of 30 days. In cases where 100 or more employees are affected, the consultation period extends to a minimum of 45 days.

Employers should provide employees with all relevant information regarding the proposed redundancies during the consultation.

This includes the reasons behind the redundancies, the selection criteria used, and the proposed timescales, if applicable. Employers should also explain the support and assistance available to affected employees, such as job search support, retraining opportunities, and access to job brokering services.

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Rinaily Bonifacio

Written by:

Rinaily Bonifacio

Rinaily is a renowned expert in the field of human resources with years of industry experience. With a passion for writing high-quality HR content, Rinaily brings a unique perspective to the challenges and opportunities of the modern workplace. As an experienced HR professional and content writer, She has contributed to leading publications in the field of HR.


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