The European Court of Justice has handed down its judgment in the Woolworths case, concerning the trigger point for collective redundancy consultation under UK legislation. Back in 2013, the UK Employment Appeals Tribunal had considerably extended the burden of collective redundancy consultation by requiring all proposed redundancies across a business to be taken into account when deciding whether the threshold for collective redundancy consultation was triggered. To the relief of UK employers, the European Court of Justice decided last week that there is no requirement under EU law for an employer to take account of the number of proposed dismissals across its entire business when determining whether the threshold for collective redundancy consultation has been reached. It is sufficient to determine this by reference to each individual local establishment.
This briefing prepared by our employment team sets out the key issues in relation to the judgment and the implications for UK employers. Should you have any questions in relation to the briefing or if you would like to speak to one of our employment specialists, please contact Kate Stephenson. For the full article, click here.
Contributor(s)

More from the Weil European Restructuring Blog
This website is maintained by Weil, Gotshal & Manges LLP in New York, NY © 2020 Weil, Gotshal & Manges LLP, All Rights Reserved. The contents of this website may contain attorney advertising under the laws of various states. Quotation with attribution is permitted. This publication is provided for general information purposes only and is not intended to cover every aspect of the purpose for the law. The information in this publication does not constitute the legal or other professional advice of Weil London or the authors. The views expressed in this publication reflect those of the authors and are not necessarily the views of Weil London or of its clients. These materials may contain attorney advertising. Prior results do not guarantee a similar outcome.