This letter responds to a reference request stating that it is the policy of that employer not to provide a reference.

This letter outlines reference details for an employee.

This letter can be sent to a former or current employer of a prospective employee seeking a reference.

This letter outlines an employer’s reference policy regarding information that can be provided, for example only job title and dates of employment.

This letter confirms an outcome of a redundancy appeal either overturning the decision of redundancy or upholding the decision of redundancy.

This letter invites an employee to a formal appeal meeting following their written appeal of a redundancy.

This letter invites an employee to a final consultation meeting and informs them if there are no further considerations that the employer will need to proceed with redundancy.

This letter provides information to employee representatives or trade union reprentatives regarding the collective redundancy process.

This letter invites an employee representative or a trade union representative to a collective consultation meeting.

Collective redundancy process – this letter informs employee reprentatives of their role in the collective consultation process including the requirement to clearly communicate with all parties.

Collective redundancy process – this letter is to ask employees to take part in a secret ballot process so that they can vote for an employee representative to consult on their behalf.

This letter informs affected employees that a scoring matrix will be used for redundancy selection, and specifies what the scoring criteria will be.

This is a template letter that can give feedback to an employee who has raised suggestions as to how to avoid a redundancy situation.

This letter informs employees that the deadline for applying for voluntary redundancy has now passed.

This letter acknowledges acceptance of an employee on maternity leave of an offer of suitable alternative employment

This letter informs an employee that a recent notification of termination of employment by way of redundancy is being withdrawn due to a change in circumstances and that the employee will remain in their current role and terms and conditions of employment.

This letter informs an employee of a successful trial period of suitable alternative employment, and confirms that the role will become permanent and redundancy no longer applies.

This letter gives a number of reasons as to why an employee might not be entitled to a redundancy payment following a period of short-time working or lay-off.

This letter responds to an employee who has submitted a written claim for a redundancy payment, outlining that work is available and the claim for redundancy is rejected. This notice must be sent to the employee within 7 days of the written claim for redundancy having been made.

This letter offers an employee who is on materntiy leave and whose job role is at risk of redundancy, a suitable alternative job role.

0

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.