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View full libraryThis Redundancy Confirmation Letter provides formal written confirmation that an employee's employment will end by reason of redundancy following completion of the redundancy consultation and selection process. It confirms the decision, leaving date, notice arrangements, redundancy pay, final payments and appeal rights.
Use this template to:
If you are managing a redundancy process, the toolkit brings together practical HR templates covering planning, consultation, selection, scoring, outcomes and termination.
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Confirmation of redundancy
Following the redundancy consultation process, I am writing to confirm that your employment with [Company Name] will terminate by reason of redundancy.
We recognise that this is difficult news and would like to thank you for your contribution to the organisation during your employment.
Reason for redundancy
As discussed during the consultation process, [Company Name] has determined that there is a reduced requirement for employees to carry out work of the kind undertaken in your role.
The reasons for this are:
[Insert concise explanation of the business circumstances giving rise to the redundancy.]
As part of the consultation process, we considered ways of avoiding or reducing redundancies and discussed any suggestions or alternatives put forward.
Consultation and selection
During the consultation process, you were given the opportunity to comment on the proposals, suggest alternatives and provide any information that you wished the Company to consider.
Where applicable, employees within the relevant selection pool were assessed against the selection criteria communicated during the consultation
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This letter provides a clear and respectful way to formally confirm an employee's redundancy following completion of the consultation and selection process. It creates a written record of the decision and gives the employee important information about when their employment will end and what payments they can expect.
The letter confirms that the employee has been selected for redundancy and that their employment will terminate by reason of redundancy. It should be issued only once the organisation has completed the relevant consultation and selection process and properly considered the employee's representations.
The letter provides a concise explanation of why redundancy is necessary, such as reduced workload, a business closure, workplace relocation or a reduced requirement for employees to carry out work of a particular kind. It should reflect the circumstances already discussed during consultation.
The employee is given clear details of their notice period, termination date, redundancy payment and final salary arrangements. This helps avoid uncertainty about what will be paid and when.
The letter can record that alternatives to redundancy and suitable alternative employment were considered where applicable. It should not suggest that consultation was merely a formality; the organisation should be able to demonstrate that representations and alternatives were genuinely considered.
The letter gives the employee an opportunity to appeal if they believe the selection was unfair or there was a problem with the redundancy process. Acas recommends that an appeal is handled by someone who was not involved in the original decision wherever reasonably possible.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Redundancy confirmation letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
This Final Individual Redundancy Consultation Meeting Script provides a structured framework for the final stage of an individual redundancy consultation process.
Redundancy appeal letter template to help employees clearly set out grounds for appeal.
Use these best practice actions, recommended timescales and process stages to understand when and how the Redundancy confirmation letter should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
The letter should normally be issued after the redundancy consultation and selection process has been completed and the final decision has been made. Notice should not be issued while genuine consultation is still taking place.
Yes. The employee should be given sufficient information to understand the redundancy decision and, where a selection process was used, how their selection was reached. The explanation should be consistent with the consultation process and records.
Normally, yes. Redundancy pay and notice pay are separate matters. An eligible employee may receive statutory or contractual redundancy pay as well as pay during their notice period, unless the employment ends under a lawful payment-in-lieu arrangement.
Employers should provide an opportunity to appeal where an employee believes they were unfairly selected or there was a problem with the redundancy process. The appeal should normally be considered by someone who was not involved in the original decision.
If an appeal identifies that the employee was selected unfairly or there was a significant problem with the process, the employer may need to reconsider the decision and, depending on the circumstances, correct the process or reinstate the employee.
HRDocBox templates are designed specifically for UK employers and provide a structured starting point based on UK employment law, Acas guidance and practical HR processes. They are designed to be edited for the circumstances of the particular redundancy rather than relying on an unstructured AI-generated document.
How this content is developed and reviewed
The Redundancy confirmation letter template 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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