This form documents explicit consent from prospective employees to seek references.

This reference form can be used to send to current or previous employers of a prospective candidate to find out further information on their skills, experience and character.

This contract clause outlines that employment is subject to successful references.

This policy outlines how the reference process is managed; and outlines whether the employer provides the information that has been requested, or only certain information as a standard. It also refers to the retention of such information and what to do if the individual wishes to see a copy of their reference.

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.

This script gives a guide on how to structure a redundancy appeal meeting.

This script gives a guide on how to structure an collective redundancy consultation meeting with either a trade union representative or an employee representative.

This script gives a guide on how to structure an individual redundancy consultation meeting.

This how to guide gives employers practical guidance and advice on individual and collective redundancy consultation processes.

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 informs employee representatives that compulsory redundancies will not take place due to the acceptance of voluntary redundancies.

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 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.