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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.
This letter also details the background and rationale for the proposal(s), the summary of proposal(s), the potential implications for the employee and the method of selection.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Re: Proposed (change e.g. merger of...)
I refer to our informal discussions on [date(s)] [and the briefing on [date]] regarding the above proposal(s). I write to confirm that this letter marks the beginning of a [number of days] day period of formal consultation with staff affected by the proposal(s). This period of consultation will end on [date].
I am writing to explain how the proposed change(s) will affect you, and to invite you to submit any comments or questions you may have on the method of implementing the new structure, or on your own personal situation. I am conscious of how important it is to use the insight and suggestions of those directly involved in this [area/ service/ discipline] to inform and refine my plans and I would welcome therefore, any comments or suggestions you have. Your feedback can be given directly to me or HR Services.
Background and rationale for the proposal(s)
[Briefly summarise reason for change]
Summary of proposal(s)
[Briefly summarise proposal].[I attach a copy of the consultation document and draft job descriptions for your information.]
Implications for your post
Unfortunately, the effect of the proposal(s) is that your current post as [Job Title of employee] will
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A first individual redundancy consultation meeting invitation letter is sent to an employee who is at risk of redundancy. The purpose of the letter is to invite the employee to a meeting to discuss the possibility of redundancy and to explore any potential alternatives.
It is important to note that the first individual redundancy consultation meeting invitation letter is just the first step in the redundancy consultation process. The employer is required to follow a fair and transparent process when considering redundancies, which includes consulting with affected employees and exploring alternatives to redundancy before making any final decisions.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the First individual redundancy consultation meeting invitation letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Use this model redundancy selection criteria matrix to set out the criteria that will be applied in deciding which employees to make redundant.
Our First Redundancy Consultation Meeting Script Template enables structured discussions, addressing employee concerns professionally at the start of the process.
The Employment Rights Act 1996: This legislation outlines the rights of employees in relation to redundancy, including the requirement for employers to consult with affected employees.
The Equality Act 2010: This act prohibits discrimination on the grounds of certain protected characteristics, such as age, gender, race, disability, and sexual orientation. Employers must ensure that their redundancy selection process does not discriminate against employees on any of these grounds.
The Trade Union and Labour Relations (Consolidation) Act 1992: This act sets out the legal framework for collective consultation in the event of redundancies. If an employer is proposing to make 20 or more employees redundant within a 90-day period, they must engage in collective consultation with any trade union or employee representatives.
The ACAS Code of Practice on Disciplinary and Grievance Procedures: This code provides guidance on good practice for conducting consultation meetings and handling redundancies. Employers should aim to follow this code to ensure that their procedures are fair and reasonable.
The Working Time Regulations 1998: This legislation sets out the maximum number of hours that employees can work each week, as well as minimum rest breaks and annual leave entitlements. Employers must ensure that any changes to working patterns or hours as a result of redundancy do not breach these regulations.
If you are making up to 19 redundancies, there are no rules about how you should carry out the consultation, although it is good practice to consult with anyone at risk of redundancy before any final decision is made.
If you are making 20 or more redundancies at the same time, consultation should take place with a representative (rep).
There is no time limit for how long the period of consultation should be, but the minimum is:
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the First individual redundancy consultation meeting invitation letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
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 processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"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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