This template can be used to create a business in preparation of a possible redundancy process within the organisation. It provides various areas and questions to consider when formulating the reasoning behind the redundancy, and can help to provide a justification for the process. 

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 should be used in redundancies that do not involve a selection process. 

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.

This form is for employees to apply for voluntary redundancy, where the company has commenced consultation on redundancy.

The form can be used to set out an employees monetary entitlements following their dismissal for redundancy, and should accompany their redundancy dismissal letter. 

This letter and form is to be used to ask employees to nominate candidate employees to act as employee representatives for the purposes of collective redundancy consultation.

This document sets out the key points to discuss at a one-to-one consultation meeting.

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 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 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 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confirms the terms and conditions of the role and that the notice of redundancy issued to the employee has now been withdrawn.

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 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 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 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 informs an employee of the decision to decline their request for voluntary redundancy. 

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 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 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 this outlines the need to elect representatives during collective consultation, and explains how that works, as well as asking 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 counter proposals raised by an employee at risk of redundancy at a consultation meeting, and invites them to a consultation meeting to give the organisation's response. This letter cautions the employee their employment could be terminated if no alternative is found. 

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 that their position is at risk of redundancy, and invites them to an individual consultation meeting to discuss the situation.

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 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.

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 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 invites an employee selected for redundancy to a meeting to discuss an alternative position that the company has identified for them.

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 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 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 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 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 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 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 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 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.

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 the appropriate representatives that compulsory redundancies are no longer necessary, and there have been sufficient applications accepted for voluntary redundancy.

This letter can be used to confirm to an employee that they have been elected as a representative for redundancy consultation. This letter also outlines their role. 

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 can be used to notify already established employee representatives that you are proposing to make 20+ employees redundant at one establishment within a 90-day period.

If you are proposing to make 20-99 posts redundant then a minimum 30-day consultation will apply. If you are proposing to make 100+ posts redundant then a minimum 45-day consultation will apply.

You should review the terms of your agreement with the employee representatives to make sure you meet all necessary obligations.

An HR1 form should also be submitted to the Secretary of State as notification of the proposed redundancies.

Further information on the collective consultation process can be found here.   

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 letter can be distributed to staff who wish to appeal against a decision to make them redundant, at the end of a redundancy procedure. It should be amended to fit the specific circumstances.

This letter can be used to confirm that a redundancy dismissal will be upheld due to an unsuccessful appeal.

This chart can be used to identify those affected by a redundancy exercise, including key information that can be used when calculating potential redundancy costs. 

This letter can be used to notify a recognised trade union that you are proposing to make 20+ employees redundant at one establishment within a 90-day period.

If you are proposing to make 20-99 posts redundant then a minimum 30-day consultation will apply. If you are proposing to make 100+ posts redundant then a minimum 45-day consultation will apply.

You should review the terms of your collective agreement with the union to make sure you meet all necessary obligations.

An HR1 form should also be submitted to the Secretary of State as notification of the proposed redundancies.

Further information on the collective consultation process can be found here.   

This template can be used to create minutes for a first consultation meeting, where pooling is not required. 

This template can be used to create minutes for a second consultation meeting where pooling is involved. 

This template can be used to create minutes for a final consultation meeting where pooling is involved. 

This letter can be used to put an employee at risk of redundancy where the employees are to be 'pooled', and less than 20 employees are involved. 

This letter can be used to invite an employee to interview as part of selection process during redundancy consultation. 

This letter can be used to invite an at risk employee into a meeting to discuss their scores following a redundancy selection exercise. 

This letter can be used to confirm formal notice of redundancy dismissal where selection criteria have been used (lowest scorer).