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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.
Final individual redundancy consultation meeting invitation letter for UK employers, covering representations, alternatives and the final consultation stage.
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.
Redundancy confirmation letter for UK employers confirming dismissal by reason of redundancy, notice, redundancy pay, final pay and appeal rights.
Redundancy confirmation letter with settlement agreement covering consultation outcome, termination date, redundancy pay, notice and settlement arrangements.
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.
Final individual redundancy consultation meeting script for UK employers covering alternatives, employee representations, suitable roles and next steps.
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 is a specific legal situation in which an employee's role becomes redundant because of circumstances such as business closure, workplace closure or reduced need for employees to carry out work of a particular kind. The subject covers redundancy, genuine redundancy situations, consultation, selection pools, objective selection criteria, suitable alternative employment, notice and redundancy payments, and forms an important part of effective people management and, where relevant, workplace compliance.
For employers, getting this area right involves more than having a policy or form in place. Employers need to establish the genuine redundancy situation, consult appropriately, apply fair selection processes where relevant and consider suitable alternative employment. Poorly handled redundancy exercises can lead to claims, additional cost, operational disruption and damage to trust. The process should be proportionate to the circumstances, applied consistently and supported by accurate records so that managers understand what to do and employees understand what is expected of them.
The Redundancy Templates Toolkit brings these requirements together in a practical collection of HR documents covering redundancy planning, consultation letters, selection records, scoring, alternative employment discussions, outcome letters and appeals. The templates are designed to support the key stages of the process, from planning and communication through to meetings, decisions, follow-up actions and record keeping.
This approach can help employers improve consistency between managers, reduce avoidable administration and create a clearer audit trail. It can also help organisations identify issues earlier, make better-informed decisions and manage the employee experience more effectively.
HRDocBox templates are developed from practical UK HR experience and are designed around the processes employers and HR professionals actually need to manage. The content takes account of relevant UK employment law, ACAS guidance and established HR practice, while recognising that individual circumstances and organisational policies will determine how a particular situation should be handled.
HRDocBox regularly reviews and updates its template library as employment law, ACAS guidance and practical HR requirements develop. This means employers have a professionally considered starting point that can save the time and effort involved in creating, maintaining and continually reviewing their own HR documentation from scratch. Templates should still be tailored to the organisation's circumstances and used alongside its own policies, procedures and appropriate professional advice where required.
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.
A contract ends and redundancies are proposed. The business identifies the affected roles, consults employees, applies objective criteria, considers alternatives and checks calculations before confirming outcomes.
The manager and HR then follow the relevant redundancy process, making sure the facts are established, responsibilities are clear and the employee or other parties involved understand what is expected. Key decisions, evidence and actions are recorded so that the business has a clear and proportionate record of how the matter was handled.
The position is reviewed afterwards rather than treating the initial action as the end of the process. Any outstanding actions, training, support, adjustments, payments, documentation or follow-up meetings are given clear ownership and timescales. This helps the organisation demonstrate consistent practice, identify recurring issues and reduce the risk of the same problem happening again.
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."
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