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Information and consultation of employees

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What are the requirements of the Information and Consultation of Employees Regulations 2004?

Do the obligations under the Information and Consultation of Employees Regulations 2004 apply automatically?

What is the extent of the application of the Information and Consultation of Employees Regulations 2004?

To which organisations do the Information and Consultation of Employees Regulations 2004 apply?

For the purposes of the Information and Consultation of Employees Regulations 2004 how is the number of employees in an undertaking calculated?

Under the Information and Consultation of Employees Regulations 2004 can employees request data regarding the number of employees in their undertaking?

Under the Information and Consultation of Employees Regulations 2004 when is an employer required to initiate negotiations in respect of an information and consultation agreement?

What constitutes a valid employee request to negotiate an information and consultation agreement?

Can employees make anonymous requests to negotiate an information and consultation agreement?

For the purposes of the Information and Consultation of Employees Regulations 2004 what constitutes a pre-existing agreement?

Under the Information and Consultation of Employees Regulations 2004 in what circumstances can an employer hold a ballot seeking endorsement of an employee request?

Under the Information and Consultation of Employees Regulations 2004 what requirements must an endorsement ballot satisfy?

Under the Information and Consultation of Employees Regulations 2004 can an employer initiate the process for negotiating an information and consultation agreement?

Under the Information and Consultation of Employees Regulations 2004 are there any restrictions on employee requests and employer notifications?

Under the Information and Consultation of Employees Regulations 2004 what are the requirements for conducting negotiations?

Under the Information and Consultation of Employees Regulations 2004 when do the standard information and consultation provisions apply?

Under the fallback provisions an information and consultation committee must be established, made up of one elected representative for every 50 employees, up to a maximum of 25 representatives.

The employer must provide information on:

• the recent and probable developments of the undertaking's activities and economic situation;
• the situation, structure and probable development of employment within the undertaking (including suitable information relating to the use of agency workers (if any) by the undertaking) and on any anticipatory measures envisaged, in particular where there is a threat to employment, for example a potential redundancy situation;
• decisions likely to lead to substantial changes in work organisation including large-scale redundancies and transfers covered by the Transfer of Undertakings (Protection of Employment) Regulations 2006 (SI 2006/246).

The employer must also consult on matters in the latter two categories.

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