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This is a letter of reminder to an employee who has not responded to an offer of suitable alternative employment. Download

This letter informs a Trade Union Representative or Employee Representative that a collective redundancy consultation will take place and the process that will be followed. Download

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

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

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

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

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

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

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 to summarise the ranking of employees who have been scored as part of the redundancy selection process.

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

This letter informs an employee who is on maternity leave that there are no alternatives job roles available and confirms termination of employment by way of redundancy. It outlines redundancy pay (if applicable), notice and holiday entitlements and the entitlement to appeal.

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

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

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

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

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.

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

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

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

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 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 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 process of voluntary redundancy, such as the application process for voluntary redundancy, accepting and declining requests for voluntary redundancy and redundancy payments.

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

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

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

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

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

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 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.