Making Redundancies

The redundancy process should include employee consultation, a fair and equal selection process and clear notification to employees selected for redundancy. Employees who have been consulted but who will not be made redundant should also be advised that their employment will continue.

Employee Consultation, Selection and Notification letters and forms are available individually, or as part of a complete support pack for employers. Letters and forms can be downloaded immediately.

For more information on the support pack, including telephone advice and support, please contact us.

Redundancy Letters and Forms

Employee Consultation and Selection

Redundancy Consultation Letter
Redundancy Selection Form

Redundancy Notification Letters

Redundancy Termination Letter (with notice period)
Redundancy Termination Letter (without notice period)

Redundancy Letter (offer of an alternative role)
Redundancy Letter (retain in current role)

Redundancy Advice and Support Pack

If you need to make redundancies, we can help. We provide legal advice, consultation letters, employee notification letters, guidance and documentation to help you through the process.

Telephone Consultation

To help you get started with the redundancy process and understand the documentation within the pack. Our knowledge and experience can help you understand the process, the timescales and an employer's responsibilities. (If extended consultation is required for unusual or particularly complicated situations, this can be provided at a discounted rate.)

Redundancy Consultation Letters

Employers are required to inform staff, in writing, of potential redundancies and to consult with staff before redundancies are made. The pack includes a letter to help employers document to employees that redundancies could be made, why it is required and to explain their rights during the consultation process. The consultation letter is provided in Microsoft Word format to allow it to be customised as required and can be used as many times as required.

(This document can be downloaded separately: Redundancy Consultation Letter)

Redundancy Notification Letters

Staff should be informed in writing of the redundancy decisions that have been reached. The pack includes four separate letters to send to employees as appropriate. These letters can be used as many times as required for the following options:

• Employee is to be made redundant (and required to work their notice period)
• Employee is to be made redundant (and not required to work their notice period)
• Employee is to be made redundant but offered an alternative job within the organisation
• Employee has not been selected for redundancy.

These document can be downloaded separately:

Redundancy Termination Letter (with notice period)
Redundancy Termination Letter (without notice period)
Redundancy Letter (offer of an alternative role)
Redundancy Letter (retain in current role)

Redundancy Policy and Procedure

We strongly recommend that all organisations have a written policy and procedure for redundancies in place before starting the redundancy process. The pack includes an up to date redundancy policy and procedure document that can be issued to staff at the same time as the redundancy consultation letters are sent.

Redundancy Guidance Notes

It is essential that employers who need to make redundancies understand their legal obligations and responsibilities. The guidance notes included are an easy to understand series of explanations written in plain English. The information includes an overview of the required processes, details of how employees should be consulted with (and what should be covered in the redundancy consultation meetings) and advice on how alternatives to redundancies should be considered.

Example Redundancy Selection Criteria Forms and Scorecard

Selecting staff to be made redundant should be made fairly, with a paper trail to demonstrate that due process was followed in the event of any employee grievances or employment tribunal claims.

The pack includes sample forms that can be used as a basis to help with and document your decision making process when selecting employees for redundancy.

(This document can be downloaded separately: Redundancy Selection Form)

Statutory Redundancy Pay Ready Reckoner and Pay Calculator tools

Employee's legal entitlement to statutory redundancy pay is based on their length of service, the employee's age and their salary (within certain thresholds). The Ready Reckoner is an easy to use tool for calculating an employee's entitlement to the number of weeks statutory redundancy pay that may be due. The Pay Calculator tool combines the number of weeks pay of redundancy pay due with notice pay and any contractual benefits that may be due.

The tools include advice and guidance about how entitlements should be calculated, including how figures should be rounded and what dates should be used for the calculations.

Redundancy Process Flowchart

The flowchart provides an overview of the redundancy process to help an employer understand what needs to be done, in what order and to what timescales. The flowchart highlights the various letters that need to be issued, meetings that should be held and documentation.

We offer a FREE initial discussion about making redundancies.
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