 Section Chapter II, sections 188 to 196 sets out the procedures that an employer must follow if there are known to be a possibility of many redundancies in the workplace.The duty of an employer is to inform and consult with the union (or if there is no union, elected representatives of the employees) with a view to minimising potential redundancies and ameliorating the effects on the workforce.The duty to consult arises at a minimum of 90 days before the redundancies are contemplated, if there would be over 100 employees dismissed.