When employers are proposing to dismiss 20 or more employees from one establishment, there’s a legal requirement to notify the government using an HR1 form.
From 30 November 2025, that process is changing – and it’s important that HR teams and business leaders understand what this means in practice.
At Thrive Law, we support employers to handle redundancy and business change fairly, compassionately, and legally. The HR1 form may seem like just a bit of admin, but in reality, it’s part of a wider process that protects both organisations and employees.
So what’s changing – and what do you need to do now?
Digital only from 30 November 2025
From the end of November 2025, the HR1 can only be completed digitally. The paper version will no longer be accepted.
While this move aims to streamline reporting, it comes with some key differences that every employer should be aware of.
Here’s what’s new in the digital form:
- No more occupational group breakdowns – The old paper HR1 asked for detailed breakdowns of affected employees by occupational groups. The new version removes this requirement, simplifying the data entry process.
- New redundancy reason – You’ll now see a new option when explaining your business rationale: “Change in supply chain/loss of supply chain contract.” This gives greater flexibility for employers managing operational change.
- Consultation timing restriction – The digital form only accepts consultation dates that have already started or are starting on the same day you submit. You can’t include future consultation dates.
- One-session completion – The new system doesn’t autosave. You must complete the form in one go, and if you leave the page for more than 90 minutes, you’ll need to start again.
Why these changes matter
At first glance, these updates might seem minor. But because the HR1 form is a statutory requirement, small mistakes can lead to big risks – including potential criminal liability for failure to notify.
The removal of occupational groups may simplify reporting, but the restriction on consultation dates means you’ll need to plan carefully. You must have your consultation process underway (or beginning that day) before you submit the HR1.
That means HR and leadership teams will need to work in sync to ensure consultation documents, representative elections, and internal communications are ready in time.
Rethinking redundancy and reorganisation
Redundancies often happen alongside broader business reorganisations, such as restructuring departments or adapting to market shifts. If that sounds familiar, you’ll find more practical guidance in our blog on Redundancy and Business Reorganisation.
In that article, we explore:
- how to manage redundancy fairly and transparently
- ways to minimise risk of unfair dismissal claims
- and how to support employee wellbeing through difficult transitions.
Together, these principles underpin our approach at Thrive: doing redundancy differently – with empathy, compliance, and clarity.
Practical next steps for employers
If you’re likely to trigger collective redundancy rules, here’s how to prepare for the new HR1 system:
- Audit your redundancy plans early – Check whether you’ll be dismissing 20+ employees at one site.
- Align your timelines – Consultation must have started (or start that day) when you submit the HR1.
- Prepare your data – Because you can’t save part-way through, have all the details ready before you begin.
- Train your HR team – Make sure everyone involved understands the legal and procedural changes.
- Keep records – Document consultation steps, rationales, and communication to stay audit-ready.
Need support?
If you’re navigating redundancy or a wider restructure, we can help you plan the process properly from day one – ensuring compliance while treating your people with fairness and respect.
Our expert employment law team at Thrive Law can support you with everything from drafting consultation materials to managing complex collective redundancy processes.
Want to talk this through? Get in touch with our team today to discuss how Thrive Law can help you handle redundancy and business reorganisation the right way.
Contact us at enquiries@thrivelaw.co.uk
