Everything you need to know about Form HR1

What is Form HR1?

Form HR1, Advance Notification of Redundancies, is the notice a UK employer must give to the Secretary of State (in practice, the Insolvency Service's Redundancy Payments Service) before carrying out collective redundancies. It's required under section 193 of the Trade Union and Labour Relations (Consolidation) Act 1992 whenever an employer proposes to dismiss 20 or more employees at one establishment within a 90-day period. HR1 is separate from — and additional to — the employer's duty to consult with employee representatives.

When must Form HR1 be filed?

The employer must submit HR1 before starting the required collective consultation process, and the minimum notice period before the first dismissal takes effect depends on the number of proposed redundancies: at least 30 days before the first dismissal if between 20 and 99 redundancies are proposed, or at least 45 days before the first dismissal if 100 or more redundancies are proposed. Filing HR1 late, or not at all, is a criminal offence for the employer, though it doesn't affect the validity of the redundancies themselves.

What information goes on Form HR1?

The employer's name, address, and nature of business; the number of employees proposed for redundancy and the total workforce at the establishment; the date consultation began or will begin; the reason for the redundancies; details of employee representatives being consulted (trade union or elected representatives); and the proposed date of the first dismissal. The Insolvency Service uses this information partly to plan for potential claims to the National Insurance Fund if the employer becomes insolvent.

How is Form HR1 submitted?

HR1 is submitted online through the Insolvency Service's online notification service, or by post/email to the Redundancy Payments Service using the paper HR1 form. A copy must also be sent to the appropriate employee representatives (trade union representatives or elected employee representatives) at the same time, as part of the collective consultation obligations. Keep a copy of the submission and confirmation of receipt, since compliance with HR1 can matter in later Employment Tribunal claims about the redundancy process.