Just to let you know... If you are an existing user before 18th September, you may notice the model documents have changed. This is to coincide with our website relaunch: we wanted to refresh the content too. Don't worry, these are not legally required changes so you can continue to use the previous version you have saved or downloaded. (We have kept the previous date as well to make it easy to reference.)
This table calculates statutory redundancy payments according to age and length of service.
This matrix is for assessors to score an employee being considered for redundancy on performance, skills, disciplinary and attendance record and work experience.
This form is for employees to apply for voluntary redundancy, where the company has commenced consultation on redundancy.
This form is to set out the redundancy payment that an employee is entitled to, and how it has been calculated.
This form can be used to nominate an employee to act as a representative during a collective redundancy consultation. The form explains how the process works and confirms when the form should be returned.
This document sets out the key points to discuss at a one-to-one consultation meeting.
This letter invites an employee to a meeting to discuss their application for voluntary redundancy and confirms that they have a right to be accompanied to the meeting by a work colleague or trade union official.
This letter informs an employee notified of redundancy that, due to a change in circumstances, the notification is being withdrawn and they are invited to continue in their existing role.
This letter informs an employee that their position is at risk of redundancy, and invites them to an individual consultation meeting to discuss the situation.
This letter informs the appropriate representatives that compulsory redundancies are no longer necessary, and there have been sufficient applications accepted for voluntary redundancy.
This letter confirms the acceptance of alternative employment by an employee made redundant while on family leave and covers how this new position and its trial period will fit with the family leave.
This letter informs an employee selected for redundancy that there is a suitable alternative role for them, giving details of it, and the consequences of their accepting or refusing this offer.
This letter confirms that a trial period in alternative employment has been unsuccessful and that the employee is being made redundant, including details of redundancy pay.
This letter reminds an employee selected for redundancy about an offer of alternative employment to which they have not responded, giving a final deadline for their answer.
This letter should be sent to an employee who was made redundant during family leave to confirm that they have accepted an alternative vacancy within the organisation. The letter confirms the terms and conditions of the role and that the notice of redundancy issued to the employee has now been withdrawn.
Use this letter to acknowledge the employee's notice of intention to claim redundancy payment and explain that the company will likely contest this claim as there is reasonable expectation of normal work continuing.
This letter sets out the summary reasons for dismissal for an employee who is made redundant when on family leave.
This letter informs an employee previously selected for redundancy that their trial period in alternative employment has been successful and they are no longer at risk of redundancy.
This letter informs an employee formally that they have been selected for redundancy, and invites them to a meeting where they may put their case before a final decision is made.
This letter invites an employee selected for redundancy to a meeting to discuss an alternative position that the company has identified for them.
This letter informs an employee selected for redundancy of the employer’s decision following a meeting to discuss an offer of suitable alternative employment. The letter has optional clauses to offer an employee alternative employment or to notify the employee that no suitable alternative has been identified and confirming the date of the termination of their employment.
This letter confirms the trial period and start date of an alternative position accepted by an employee who was previously selected for redundancy.
This letter informs an employee made redundant while on family leave that a suitable alternative position has been identified, and of the consequences should they refuse to accept it.
This letter details the notice entitlement or pay in lieu of notice of employees who have been made redundant, where no suitable alternative employment was found.
This letter informs union and employee representatives in a consultation on proposed redundancies that they will have access to affected employees and necessary time off and facilities to fulfil their role.
This letter informs an employee of a redundancy situation, the reason for it, that a consultation period has commenced, and that their position is one of those at risk although all alternative options will be explored.
This letter details the redundancy pay and notice entitlements of employees who have been made redundant, where no suitable alternative employment was found.
This letter informs an employee of the decision made by the company regarding their application for voluntary redundancy.
This letter informs an employee made redundant while on family leave that the company has been unable to identify a suitable alternative position for them and confirms the date of the termination of their employment.
This letter informs employees who had previously been told that they were at risk of being made redundant that their position is now safe.
This letter should be sent to an employee who was made redundant during family leave to inform them what will happen if they turn down an offer of suitable alternative employment within the organisation.
This letter informs employees that the deadline for voluntary redundancy applications has passed, and that any employees who have applied will hear soon whether their application has been accepted.
This letter confirms that an employee is being made redundant as no alternative employment has been found, and sets out their entitlement to notice or pay in lieu of notice, and redundancy pay.
This letter provides union or employee representatives with the information on proposed redundancies that they are required to be given under section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 and outlines the consultation process.
This letter informs an employee previously selected for redundancy that their employment is terminated, as they have failed to respond to an offer (and subsequent reminder) of alternative employment by the final deadline.
This letter asks for nominations of employee representatives to consult with the employer over ways to avoid or minimise the need for redundancies, setting a date for the election of representatives.
This letter confirms the dismissal of an employee who has applied for voluntary redundancy, the terms of the redundancy agreement, final day of employment and redundancy pay.
This letter confirms the counter proposals raised by an employee at risk of redundancy at a consultation meeting, and invites them to a second consultation meeting to give the company’s response.
This letter informs an employee made redundant while on family leave that the Company has been able to identify a suitable alternative position for them. The letter explains that the employee is entitled to a four week statutory trial period in this role and that if they choose to accept this suitable alternative employment, the new role will commence at the end of the above notice period.
Use this letter template to acknowledge the notice of intention to claim redundancy payment and choose the appropriate explanation for why the employee is not entitled to claim redundancy payment.
This policy covers the right of employees to appeal against their selection for redundancy, if they consider the selection criteria have been applied unfairly.
This policy covers the process of selection for redundancy, including selection criteria and relative scoring of employees, consultation and ultimate right to appeal.
This policy describes how employees who have been notified of redundancy may apply for time off work, which may be paid, to search for new employment or training.
This policy explains the circumstances under which employees may apply for voluntary redundancy, how such applications should be made and how they will be considered.
This policy lays out how the organisation will manage impending employee redundancies. The policy covers alternatives to redundancy, voluntary redundancy, consultation and information, selection, alternative work, time off to look for work or undergo training, support, statutory redundancy payments, and notice and termination of employment.
This contract clause states the right of employees to receive written notice if they are made redundant, and that the company may make payment in lieu of notice upon such termination of employment.