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 outlines to an employee who is on maternity leave, whose job role is at risk of redundancy and who has been offered suitable alternative employment that if they choose to decline the offer of suitable alternative employment that they will loose their right to a statutory redundancy payment.

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

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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 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.