Redundancy Termination Letters (with and without notice period)

If you have decided redundancies need to be made and which roles will be made redundant the next important step is to tell employees, in writing, of your redundancy decision.

Dependent upon your business requirements and whether there is sufficent current work for redundant employees, you may wish to:
1)   Ask an employee to work their employment notice period.
2)   Let the employee go straight away (and not work their notice period).

These two redundancy letters ensure you advise employees that their role and they are being made redundant and that employment is being terminated, including confirming:

• Statutory redundancy pay due (provided they satisfy employment eligibility conditions).
• Any additional redundancy payment due.
• Employment termination date.
• Right of appeal against the redundancy decision.

Redundancy Notification Letter (with notice)

This letter advises an employee you require them to work their notice period and confirms:

• Contractual notice period (and that you would like them to work their notice)
• Contractual entitlements and requirements (e.g. holiday pay, benefits and work references)
• Assistant the company will provide during the redundancy notice period
• Statutory right and entitlement to take time-off work to look for new employment (including whether time-off will the paid or unpaid)

Redundancy Notification Letter (without notice)

This letter advises an employee you do not require them to work their notice period and confirms:

• Payment inlieu of contractual notice period
• Payment inlieu of contractual entitlements (e.g. holiday pay and benefits)
• Pre and post employment requirements (e.g. property return and work references)
• Company assistant prior to employment termination

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Both letters are included in the download. Click the 'add to basket' button below to purchase and both letters will be automatically emailed to you.