Only digital HR1 form to be used for advance notification of collective redundancies from December 2025

Background

In the case of collective redundancies, employers proposing to dismiss 20 or more employees at one establishment within a 90-day period must notify the Secretary of State before consultation begins. This is done using the HR1 form, failure to submit which is a criminal offence.

Until now, employers have been required to download a Word version of the HR1 and return it by email. From 1 December 2025 it will become mandatory to use the digital version of the form.

Key changes

The digital form differs from the previous Word version in several respects. It requires the total number of employees across all affected establishments and the total proposed redundancies, but no longer requires a breakdown by occupational group. The declaration at the end of the form confirms the responsible person’s understanding that copies must be provided to all appropriate representatives, but the form itself no longer asks whether this has been done.

Unlike the Word version, the completed digital HR1 cannot be exported or retrieved once submitted. Employers will therefore need to save or print the summary page as a PDF before sending it, as the email confirmation will not include a copy. The form will also reject consultation start dates in the future and includes a new redundancy reason: a change in supply chain or loss of supply chain contract.

The Insolvency Service has published FAQs confirming that up to four attachments can be uploaded, for example to provide additional details where redundancies span multiple sites or to explain the reasons for proposed redundancies. It also clarifies that separate groups of redundancies should be treated as distinct events, so the figures should not be combined when calculating consultation periods.

Learning points for employers

Employers planning large-scale redundancies should familiarise themselves with the new digital HR1 system well before December 2025. It will no longer be possible to submit notifications by email, and failure to retain a copy of the completed form could create practical difficulties later. Early preparation will help avoid administrative errors and ensure compliance with the collective consultation regime.

For more information or advice, please contact Eleanor Searle in our Employment team.