Collective Consultation Request Letter: Free Template and What to Include

If you need to request formal collective consultation before fire and rehire proceeds, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong collective consultation request should include.

What this letter needs to cover

• Reference statutory collective consultation obligations
• State the minimum consultation period required
• Request written details of proposed changes and business justification

When collective consultation is legally required

If an employer proposes to dismiss and re-engage 20 or more employees at one establishment within 90 days — which fire and rehire proposals often do — collective consultation obligations under TULRCA 1992 are triggered, requiring meaningful consultation with recognised unions or elected employee representatives, not just individual discussions.

What to include before you send it

• A clear statement that collective consultation obligations appear to apply given the scale of proposed changes
• A request for confirmation of the consultation process and timeline
• A request for the specific information employers must provide under collective consultation rules
• Reference to the minimum consultation periods required by law

What happens if an employer skips this requirement

Failing to properly collectively consult where required can result in a protective award of up to 180 days' pay per affected employee (90 days before 6 April 2026) — this is a significant financial risk for employers, and one worth clearly flagging if you believe the threshold for collective consultation has been reached but proper process hasn't been followed.

Frequently Asked Questions

What counts as "one establishment" for this threshold?
This generally refers to a distinct workplace or site, though the exact interpretation can be complex in businesses with multiple locations — it's worth seeking clarification or advice if this is disputed.

Does this apply even if changes are only to terms, not job losses?
Yes — collective consultation requirements can apply to fire and rehire situations even without redundancies, since it covers dismissals generally, including dismissal and re-engagement on new terms.

[Your Name]
[Your Role, e.g. Union Representative / Employee Representative]
[Your Department / Address]
[Your Email Address]
[Name of Director / HR Manager]
[Company Name]
[Company Address]
[Company Postcode]
[Date]

Dear [Name],

Subject: Request for collective consultation on proposed contract changes

I am writing for the employees affected by the proposal to change terms and conditions, and to dismiss and re-engage staff who do not agree.

Dismissing and re-engaging 20 or more employees at one establishment within 90 days triggers the duty to consult collectively under section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992. You must consult recognised unions or elected employee representatives, not just individuals.

The minimum consultation period is 30 days before the first dismissal for 20 to 99 employees, or 45 days for 100 or more.

Please give us in writing:
• the proposed changes and the business reasons for them;
• the reasons for the proposed dismissals;
• the number and types of employees affected;
• how employees would be selected; and
• how and when the dismissals would be carried out.

[Great Britain: We also expect you to follow the statutory Code of Practice on Dismissal and Re-engagement.]

Please reply within [e.g. 5] working days with a date for the first formal consultation meeting.

Yours sincerely,

[Your Signature]
[Your Printed Name]