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View full libraryA notice of possible redundancy letter informs an employee that organisational or business changes may put their role at risk of redundancy. It explains the reasons for the proposed changes, confirms that no final decision has been made and invites the employee to take part in consultation.
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<p>If you are managing a redundancy process, the toolkit brings together practical HR templates covering planning, consultation, selection, scoring, outcomes and termination.</p>
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],
Proposed organisational changes and possible redundancy
Private and confidential
I am writing to inform you that [Company name] is considering proposed organisational or business changes that may affect your role as [Job title]. As a result, your role is currently at risk of redundancy.
Reasons for the proposal
The company is considering these changes because [explain the business reasons, such as a reduction in demand, changes to operational requirements, a proposed restructuring, the closure of an activity or other relevant circumstances].
The proposal currently involves [describe the proposed changes and explain how they may
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When a business is considering organisational changes that may result in redundancies, communicating with affected employees clearly and sensitively is essential. A notice of possible redundancy letter provides a formal starting point by explaining that a role may be affected, outlining the reasons for the proposal and inviting the employee to discuss the situation before any decision is made.
This template is designed for UK employers who need to begin an individual redundancy consultation process. It helps managers communicate the proposal professionally while making clear that the employee's role is at risk, rather than confirming that redundancy has already been decided.
The letter provides space to explain the circumstances behind the proposal, such as a reduction in work, restructuring, changes in operational requirements or a proposed closure. Employers should provide a genuine and sufficiently clear explanation of the proposal and tailor the wording to the facts.
The letter invites the employee to discuss the proposal, ask questions and put forward alternatives. Consultation should take place while proposals remain open to genuine consideration. Employees should have a reasonable opportunity to comment, and employers should consider their representations before reaching a decision.
The consultation process should explore whether redundancy can be avoided or reduced. Depending on the circumstances, this may include changes to the proposed structure, alternative work, suitable vacancies, retraining or other practicable measures. The letter establishes the opportunity for those discussions without promising a particular outcome.
The template can be adapted to the organisation's redundancy policy, consultation arrangements and individual circumstances. Employers should keep appropriate records, communicate consistently and seek HR or legal advice where collective consultation, selection criteria, suitable alternative employment or other complex issues may arise.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Notice of a possible redundancy letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Use this model template as a script for holding a meeting to communicate a proposed redundancy situation, either with an individual or collectively.
When you commence redundancy consultation, send this model letter to an employee to explain the redundancy process from start to finish.
Use these best practice actions, recommended timescales and process stages to understand when and how the Notice of a possible redundancy 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.
It is a formal letter informing an employee that their role may be affected by proposed organisational changes. It explains the reasons for the proposal and begins or supports the consultation process. It should make clear that no final redundancy decision has been made.
No. A notice of possible redundancy explains that a role is at risk and invites consultation. A redundancy dismissal notice is issued later, where appropriate, after the employer has completed the necessary process and made a decision. The contractual or statutory notice period should not be confused with the consultation period.
There is no single statutory notice period for an individual redundancy consultation meeting. Employers should give reasonable time for the employee to read the information and prepare. Check the employment contract, relevant policies and any applicable collective consultation arrangements. Consultation must be meaningful rather than simply a meeting held after the decision has already been made.
Discussion should cover the reasons for the proposal, ways to avoid or reduce redundancies, relevant selection arrangements, employee concerns and possible alternatives, including suitable alternative work. Employers should consider suggestions genuinely and keep appropriate records of the discussion and their decisions.
HRDocBox provides customisable HR templates designed for UK employers. This letter gives employers a structured starting point for communicating redundancy proposals clearly and beginning consultation, while allowing the wording to be adapted to the circumstances and the organisation's procedures.
A dedicated HRDocBox template provides a structured document with key consultation points and wording that can be adapted to your organisation. AI can help tailor a letter to a particular situation, but the content still needs checking for legal accuracy, procedural fairness and consistency with the facts. Employers remain responsible for ensuring that consultation is genuine and legal requirements are met.
How this content is developed and reviewed
The Notice of a possible redundancy 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."
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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