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View full libraryManage redundancy with a complete, practical set of HR templates covering planning, consultation, selection, scoring, outcomes and termination — helping you follow a clear, consistent and defensible process.
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If you are managing a redundancy process, this model guide provides effective support for you meet your obligations and help employees understand the process.
The guide outlines the obligations and timeline for employers during redundancies, ensuring compliance and supporting a smooth transition.
Our Redeployment Policy facilitates smooth transitions, offering clear procedures and support to employees facing redundancy by enabling internal transfers to suitable alternative roles.
A redundancy policy is a framework that outlines procedures for fairly managing redundancies, including consultation, selection criteria, and employee support.
If you need to conclude consultation with a provisionally selected employee, send this model redundancy consultation final meeting invitation letter template.
If you need to initiate redundancy consultation with an employee who has been provisionally selected for redundancy, send this model letter to invite them to a redundancy consultation meeting.
Our internal job opportunity notification letter template facilitates seamless communication about internal job openings, enhancing employee mobility and engagement.
Our Invitation for Voluntary Redundancy Applications letter template encourages employees to apply for voluntary redundancy while maintaining a fair process.
If you receive an application for voluntary redundancy, send this model letter to an employee as an invitation to a meeting to discuss it.
If you are considering a possible redundancy, send this model letter template to provide notice of the situation and the reasons why it is under consideration.
If you can offer suitable alternative employment for an employee in a redundant role, issue this model letter to them to offer the new role to them.
Redundancy appeal letter template to help employees clearly set out grounds for appeal.
Our Redundancy Appeal Meeting Invitation Letter template ensures fairness, inviting employees to discuss appeals with transparency and professionalism.
Redundancy at risk letter template for UK employers, covering the reasons for proposed redundancies, consultation, alternatives and next steps.
If, after consultation, the decision has been made to confirm the redundancy of a role, send this model confirmation letter template to the employee affected .
If redundancy is confirmed and you wish to include unfair dismissal claim protection, send this model letter to the employee to propose a settlement agreement.
A letter confirming redundancy while offering suitable alternative employment, including trial period terms and next steps.
When you commence redundancy consultation, send this model letter to an employee to explain the redundancy process from start to finish.
If, following consultation, it is determined that a role is no longer at risk of redundancy, send this model letter to an employee to confirm the decision.
If you have proposed a salary reduction as an alternative to redundancy, send this model letter to them to confirm the proposal and request their agreement.
Successful Alternative Employment Trial Period Confirmation Letter template for UK employers confirming a successful trial, new role, pay and ongoing employment terms.
Our Unsuccessful Alternative Employment Trial Period Redundancy Confirmation letter notifies employees of an unsuccessful trial, ensuring clarity and compliance.
This template outlines the terms and conditions of a voluntary redundancy agreement, including any relevant financial compensation, notice periods, and other considerations.
If you have accepted an application for voluntary redundancy, send this model letter to the employee to confirm the outcome.
If you wish to reject an application for voluntary redundancy, send this model letter to the employee to confirm the outcome.
If you are holding an individual redundancy consultation meeting, use this model checklist to ensure that all important discussion areas are covered.
Our Redundancy Questionnaire Form template gathers essential information from employees, ensuring thorough understanding and compliance.
Redundancy selection criteria matrix template for UK employers to score employees consistently, document evidence and support a fair and transparent redundancy selection process.
Voluntary redundancy application form for UK employers.
Our Addressing Rumours about Redundancies statement script template helps communicate clearly with customers and suppliers, providing reassurance and transparency during uncertain times.
Our Final Redundancy Consultation Meeting Script Template guides structured and sensitive conversations, addressing employee concerns professionally.
Our First Redundancy Consultation Meeting Script Template enables structured discussions, addressing employee concerns professionally at the start of the process.
A structured meeting script to formally place an employee at risk of redundancy and begin a fair consultation process.
Use this model template as a script for holding a meeting to communicate a proposed redundancy situation, either with an individual or collectively.
Our Redundancy Impact Assessment template assists in evaluating and managing the effects of potential redundancy on employees and operations.
Ensure fair, compliant, and transparent redundancy processes with our Redundancy Plan template, designed for UK employers to meet legal requirements.
More than just templates, the Redundancy Knowledge Hub brings together practical HR guidance, real-world experience and tried-and-tested resources to help you understand the subject, manage it effectively and make informed decisions.
Redundancy occurs when an employer decides to terminate an employee's contract because the job position is no longer necessary or the business undergoes a significant restructuring. Redundancy is not a dismissal due to the employee's performance or conduct; rather, it is a result of changes in the business environment.
Key points about redundancy include:
Business Changes: Redundancy may occur due to various reasons, such as technological advancements, organisational restructuring, mergers, a decline in business, or the closure of a particular department or location.
No Fault of the Employee: Redundancy is not the fault of the employee. It is a situation where the job role itself is no longer required, and the decision is typically made based on the needs of the business.
Fair and Transparent Procedures: Employers are usually required to follow fair and transparent procedures when implementing redundancies. This may include consultation with employees, exploring alternatives to redundancy, providing notice, and offering suitable redeployment opportunities within the organisation.
Consultation: Employers are often obligated to consult with employees and, in some cases, with employee representatives or trade unions before making a decision on redundancy. This allows for open communication and the exploration of potential alternatives.
Severance Pay and Entitlements: In many jurisdictions, employees made redundant may be entitled to severance pay or redundancy pay. The amount often depends on factors such as the length of service and local employment laws.
Redundancy Selection Criteria: If multiple employees hold similar roles, employers may establish fair and non-discriminatory criteria for selecting employees for redundancy. Common criteria include skills, performance, and length of service.
It's important for employers to handle redundancy situations with sensitivity and in compliance with employment laws. Employees affected by redundancy may have rights to compensation, notice periods, or support for finding alternative employment. Seeking legal advice and following established procedures can help both employers and employees navigate redundancy situations.
Redundancy templates are essential for managing a low-risk, compliant Redundancy process.
A redundancy process provides a structured way to manage a proposed reduction in roles or headcount. It will typically follow these key stages:
Consultation should be meaningful. Redundancy proposals should not be treated as a foregone conclusion before employee views have been considered.
Understand the common mistakes employers can make when managing this area of HR, helping you reduce risk, prevent unnecessary costs and ensure the process is handled fairly, consistently and correctly.
Here we show you which resources to use to effectively oversee redundancies, taking into account the different decisions and directions that are likely / possible.
Following this flowchart will ensure that you factor in all eventualities, follow legal / code of conduct or best practice processes, communicate effectively, and reduce the risk of things going wrong.
Redundancy is a potentially fair reason for dismissal where the statutory definition applies, commonly involving business closure, workplace closure or a reduced requirement for employees to carry out work of a particular kind.
Employers should consult affected employees in a genuine and meaningful way before decisions are finalised. Collective consultation requirements may also apply in larger-scale redundancies.
Where selection is required, employers should use fair and objective criteria and apply them consistently, taking account of discrimination and other legal risks.
Eligible employees may be entitled to statutory redundancy pay where the relevant conditions are met. Contractual or enhanced redundancy arrangements may also apply.
An employer should consider whether an appeal process is appropriate and follow its own procedures. Appeals can provide an opportunity to challenge aspects of the decision or process.
HRDocBox combines real-world HR experience, subject-matter expertise and commercial understanding to support effective redundancy processes with practical, tried-and-tested resources. With instant access, editable documents, ongoing updates and 12 months' access, you get practical HR support when you need it.
How this content is developed and reviewed
The Redundancy templates toolkit is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing redundancy HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
Whether you employ 5 people or 50, hrdocbox gives you the structure, documents and expertise needed to manage employees professionally and legally.
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