Redundancy confirmation letter template

What is a redundancy confirmation letter?

A redundancy confirmation letter formally confirms an employer's decision to make an employee redundant following the appropriate redundancy process and consultation. It provides the employee with a clear written record of the outcome, including the reason for redundancy, the date employment will end and the arrangements that apply to their notice, final pay and any redundancy payment.

The letter should be issued after the employer has completed the relevant consultation and considered any representations made by the employee or their representatives. It should confirm the decision reached rather than replace the consultation process itself.

What is usually included?

A redundancy confirmation letter will typically include:

• confirmation that the employee's role is being made redundant;
• the business reason for the redundancy, where appropriate;
• the employee's termination date and notice arrangements;
• details of any statutory or contractual redundancy payment due;
• information about final salary and accrued but untaken holiday;
• details of any applicable appeal or review process; and
• information about any support available to the employee, such as redeployment, outplacement or other assistance.

When should the letter be issued?

The confirmation letter should normally be issued once the redundancy consultation process has concluded and the employer has made a final decision. The timing should allow sufficient opportunity to communicate the decision clearly and ensure that the employee receives the relevant information about their notice, payments and next steps.

Why is consultation important?

Redundancy consultation is an important part of a fair redundancy process. Employers should consult affected employees and, where applicable, their representatives before a final decision is made. Consultation should be meaningful and give employees an opportunity to raise questions, suggest alternatives and comment on the proposed redundancy.

What should employers check first?

Before issuing the letter, employers should check that the redundancy process has been followed appropriately, including any applicable consultation and selection arrangements. They should also confirm the employee's contractual notice entitlement, statutory redundancy payment eligibility, accrued holiday and any other outstanding payments or contractual benefits.

What support can be offered?

Depending on the circumstances, employers may wish to provide information about available support, such as redeployment opportunities, reasonable time off to look for work or arrange training, outplacement support or signposting to relevant employment services. The appropriate support will depend on the employee's circumstances and the employer's arrangements.

What if the employee disagrees with the decision?

Where the employer's redundancy procedure provides an appeal or review process, the letter should explain how the employee can challenge the decision and the relevant timescale for doing so. Any appeal should be considered in accordance with the employer's procedure and the circumstances of the case.

Tip: Treat the redundancy confirmation letter as the formal record of the decision, not as the redundancy process itself. Before issuing it, check that the consultation, selection and decision-making stages have been properly documented and that the letter accurately reflects the outcome and the employee's entitlements.

The wider HR process

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.

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