Many thanks for your patience, I am pleased to be able to continue assisting with your query now. First of all, I am sorry to hear about the issues you have experienced in your situation.
During a consultation period the employer is indeed expected to keep an open mind about the final outcome of the proposed redundancies and work with the employees or their representatives to try and seek way to avoid the need for redundancy. The consultations should be meaningful and the employer should engage with the employees to hear about their proposals to mitigate the need for redundancies. It could still be that the outcome remains the same, but they should at least give them the opportunity to make submissions and proposals.
The email here should have been worded better, I agree. However, that is not a closed case automatically and the employer could still try and salvage this by clarifying that this may not have been what was intended and whilst it may have been the most likely outcome, based on their business needs, they can still listen to any ideas or suggestions to try and avoid this from happening, or at least reduce the number of redundancies taking place.
This can all work towards building a case against the employer but it is unlikely to be the one thing that makes this an unfair dismissal. It can nevertheless be used in your negotiations with the employer on trying to reach a settlement with them.
Hopefully, I have answered your query in a way that is simple and easy to understand. If anything remains unclear, I will be more than happy to clarify it for you. In the meantime, thank you once again for using our services.