This letter invites an employee whos job role is at risk of redundancy to a meeting to discuss a possible alternative job role.

This letter is a follow up to an application for voluntary redundancy, inviting an employee to a meeting to discuss their application for voluntary redundancy.

This letter notifies an employee of termination of employment, by way of redundancy and outlines that the employee is entitled to a statutory redundancy payment

This letter informs an employee with under 2 years’ service that they will not be entitled to a statutory redundancy payment, as they do not have the requisite length of service

This letter informs an employee who is on maternity leave that her job role is at risk of redundancy and that she will be offered a suitable alternative vacancy, if it is available. It also informs her that a consultation process will be carried out. This is an area of extreme risk as in most cases an employee cannot be made redundant whilst on maternity leave.

This letter follows an unsuccessful trial period of an alternative position and confirms that the employee will now be made redundant. It outlines the employee’s redundancy pay (if applicable), notice and holiday entitlements and the entitlement to appeal.

This letter confirms that alternative employment is being offered on a trial basis to an employee whose job role was at risk of redundancy. It explains the start and end date of the trial period, and that if the trial period is unsuccessful the redundancy of the job role will proceed.

This letter confirms that due to a change in circumstances there is no longer a need for a compulsory redundancy process.

This letter confirms that due to acceptance of voluntary redundancy applications, the issues have been rectified and there is no longer a need for a compulsory redundancy process.

This letter confirms that further to a consultation process an employee’s job role is no longer at risk of redundancy and that they remain employed on their current terms and conditions of employment.

This letter is to follow up from a first consultation meeting and to invite the employee to a second consultation meeting in order to further consult and give feedback from the first consultation meeting.

This letter invites an employee whose job role is at risk of redundancy to a consultation meeting as part of the redundancy consultation process.

This letter confirms acceptance of an application for voluntary redundancy and gives details on the redundancy package that will be offered to the employee.

This letter invites employees to apply for voluntary redundancy to avoid having to make compulsory redundancies.

This letter is to be used for an employee whose job role is at risk of redundancy; to inform them the rationale for redundancy and to outline that there will be a consultation process.

This contract clause outlines the employee’s right to notice and an appeals procedure should they be dismissed by way of redundancy.

This policy outlines the collective consultation process, the circumstances which require collective consultation and the rules associated with collective consultation such as the need to elect representatives.

This policy outlines the appeals process after an employee has been dismissed by way of redundancy. An employee who appeals redundancy will be entitled of the right of appeal and a meeting to discuss their grounds for appeal.

This policy can be used by employers who offer enhanced redundancy payments over and above the statutory redundancy amount.

Ths policy outlines the process of voluntary redundancy, such as the application process for voluntary redundancy, accpeting and declining requests for voluntary redundancy and redundancy payments.

This policy outlines how the employer will approach the use of selection criteria within a redundancy process and covers important points such as identifying the selection pool and what scoring criteria can be used.

This policy outlines the company’s approach to paid time off to search for alternative employment, after an employee has been notified of redundancy.

This policy outlines the key stages associated with the redundancy process such as reasons for redundancy, the consultation process, the selection process, redeployment, individual and collective redundancy and the appeals process.

This letter informs a Trade Union Representative or Employee Representative

This is a letter of reminder to an employee who

This form can be used to summarise the ranking of employees who have been scored as part of the redundancy selection process.

This form can be used as a scoring matrix when selecting individuals for redundancy. It is important that the criteria is relevant to the employer’s organisation and the job roles at risk of redundancy.

This form can be used by employees who wish to apply for voluntary redundancy.

This form is provided for affected employees to elect their chosen representative to inform them and consult with the organisation on their behalf during a potential redundancy situation.

This form outlines the mandatory payments that should be paid to an employee following their redundancy, and can be used as a written statement to provide to the employee.