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 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 invites a job applicant to an assessment centre as part of the recruitment and selection process. The letter gives the details of the assessment such as the date, time, duration and location; as well as the methods of assessment.

This letter outlines to a job applicant that an alternative vacancy that better suits their skills and qualifications has become available.

This letter outlines that a job applicant’s details will be kept on file and includes a consent form so that the applicant can give consent to their details being kept on file (GDPR Compliant).

This letter can be used to withdraw a job offer. Note that any withdrawal should not be as a result of any disclosure of a protected characteristic to avoid a discrimination claim.

This letter can be used to provide feedback to a job applicant who has been unsuccessful.

This letter can be sent to a job applicant who has not been successful in proceeding to interview stage.

This letter invites a job applicant to a second interview, after they have attended a first interview.

This letter can be sent to a job applicant who has attended an interview but has been unsuccessful and will not proceed any further in the recruitment and selection process.

This letter can be sent to a successful job applicant who is going to be offered employment. It outlines the terms and conditions of employment that will be offered as well as any conditions relating to the offer such as references and probationary period.

This letter invites a job applicant to an interview and outlines the details of the interview such as the date, time and location of interview.

This letter invites an employee to a formal probationary appeal hearing after the employee has appealed the decision of termination of employment by way of an unsuccessful probationary period.

This letter offers employment with the condition that the employee successfully completes a probationary period.

This letter informs an employee of termination of employment due to an unsuccessful probationary period after a formal hearing at which the concerns were discussed. The employee is given the right to appeal the decision of termination of employment.

This letter informs an employee that they have successfully completed their probationary period.

This letter informs an employee that their probationary period is being extended due to some concerns over their suitability for the role.

This letter informs an employee that their probationary period is being extended due to their sick leave.

This is formal invitation to a probationary review hearing, where a possible outcome is that the employee’s employment is terminated by way of an unsuccessful probationary period. The employee would normally be entitled to be accompanied at this meeting and it is advised that a minimum of 48 hours advance notice is given to the employee of the meeting.

This letter invites an employee to a probationary review meeting to discuss their progress. This is an informal meeting therefore the employee is not entitled to be accompanied.