Redundancy confirmation letter template
Value bundles that include this:
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 .
Payments, notice and leaving arrangements are all detailed.
Additional implementation support:
Why this letter is necessary
A redundancy confirmation letter is sent to an employee to confirm that their position has been made redundant. The letter typically outlines the reasons for the redundancy, the timeline of the process, and any compensation or entitlements that the employee may be eligible for.
The letter may also provide information on any available support or resources that the company may be able to provide to the employee, such as job search assistance or training opportunities. The purpose of the letter is to provide the employee with clarity and transparency about the redundancy process and to ensure that all parties are aware of their rights and obligations.
A Redundancy confirmation letter should be sent after a consultation period with the employee or their representatives, during which the employee may have had an opportunity to express their views and concerns about the redundancy process. The letter may also include information on any appeals process that the employee may be eligible for if they disagree with the decision to make their position redundant.
Overall, a Redundancy confirmation letter serves as a formal record of the redundancy process and helps to ensure that all parties are on the same page regarding the outcome of the process.
Compliance notes
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Employment Rights Act 1996: This legislation sets out the rights and obligations of employers and employees during the redundancy process, including consultation requirements and entitlement to a redundancy payment.
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Redundancy Payments Act 1965: This act outlines the legal requirements for employers to provide redundancy payments to eligible employees who have been made redundant.
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Trade Union and Labour Relations (Consolidation) Act 1992: This act regulates collective redundancies, requiring employers to consult with employee representatives when a certain number of redundancies are proposed within a specific timeframe.
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Employment Rights (Dispute Resolution) Act 1998: This legislation establishes the procedures for resolving disputes related to redundancies, including unfair dismissal claims.
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The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): TUPE protects employees' rights during business transfers or changes in ownership, including redundancies arising from such transfers.
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Equality Act 2010: This act prohibits discrimination based on protected characteristics (e.g., age, gender, race, disability) during the redundancy process and requires employers to ensure fairness and equality in the selection criteria.
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Working Time Regulations 1998: This legislation governs working hours, rest breaks, and holidays, which may be relevant in the context of redundancy consultations and notice periods.
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The Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014: These regulations specify the consultation period and requirements for collective redundancies involving 100 or more employees.
Workflow sequence
Final individual redundancy consultation meeting invitation letter template
If you need to conclude consultation with a provisionally selected employee, send this model redundancy consultation final meeting invitation letter template.
Redundancy appeal letter template
In case an employee wishes to appeal their redundancy decision, this template helps them draft a formal appeal, clearly stating the grounds for their appeal and supporting evidence.
Specifications
5 mins
505 words, 2 pages A4
1 November 2024
[Company name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Confirmation of redundancy
Further to [your meeting with [name] | our meeting] on date], I regretfully confirm that your employment with us will be terminated [with effect from [date] | with immediate effect].
This is due to your position having to be made redundant, and in no way reflects on your performance in your job, which has been entirely [satisfactory | excellent].
The selection of employees to be made redundant was based on the Company redundancy selection procedure, which has been discussed with you, and the need for the Company to retain a balanced workforce.
[I have attached your redundancy selection criteria and score.]
[Unfortunately, you have less than two qualifying years service with [Company] and therefore you are not entitled to statutory redundancy pay.]
Or
[You are entitled to [number] [weeks | months] notice, commencing on [date] and ending on [date]. While working your notice you are entitled to reasonable time off with pay to pursue your job search. You will be required to show appointment details in order to get approval from your manager for time off].
Or
[You are entitled to [number] [weeks | months] notice, commencing on [date]. We would like you to work during the first [number] weeks of this notice and your date of termination of employment will therefore be [date]. The balance of your notice will be paid in lieu. While working your notice you are entitled to reasonable time off with pay to pursue your job search. You will be required to show appointment details in order to get approval from your manager for time off].
Or
[You are entitled to [number] [weeks | months] notice which will be paid in lieu in accordance with your terms and conditions of employment].
Redundancy payment entitlement is as shown on the attached schedule.
[Clearly state all details of notice period and the redundancy settlement. Refer to the statutory norms, or procedures for notice and settlement.]
This will be paid by cheque/credit transfer to your normal bank account on or shortly after your date of leaving. You will also be entitled to any outstanding holiday pay, which is subject to normal deductions and will be paid through the payroll with your final salary payments. The final payroll run may occur after you have left employment. Your P45 and final salary advice will be posted to you as soon as possible afterwards.
[As a member of the Company Pension Scheme, you will also receive details in due course of the options open to you. This normally takes [Enter number] weeks from the date of leaving].
You are required to return any Company property or documentation, and submit any outstanding expense claims before your last day of service.
Thank you for all of your efforts and contribution to the Company. We will gladly help with references, and would be happy to re-employ you should circumstances allow.
[Thank you for your response to the situation, we wish you all the best for the future.]
You have the right of appeal against this decision. Your appeal should be directed to [Name | the HR Department | HR Services] within [number] days of receiving this letter. It should set out in full the reason(s) for your appeal.
Yours [faithfully | sincerely],
[Sender name]
[Sender job title]
[Sender telephone]
[Sender email]
[For, and on behalf of [Company name] ]
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