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View full libraryThis Final Individual Redundancy Consultation Meeting Invitation Letter invites an employee to the final stage of an individual redundancy consultation process. It explains the purpose of the meeting and gives the employee an opportunity to raise any remaining concerns, provide further information and suggest alternatives before a final decision is made.
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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],
Final Individual Redundancy Consultation Meeting Invitation
Further to our previous discussions regarding the proposed changes to the organisation and the potential impact on your role, I am writing to invite you to a final individual redundancy consultation meeting.
As you are aware, your role remains at risk of redundancy. The purpose of this meeting is to provide you with a further opportunity to discuss the proposal and to raise any remaining concerns, questions or suggestions before a final decision is made.
Meeting details
| Date: | [Date] |
| Time: | [Time] |
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This letter provides a formal invitation to the final individual consultation meeting in a redundancy process. It is designed to make clear that the employee remains at risk of redundancy and that the purpose of the meeting is to give them a further genuine opportunity to comment before the employer reaches a final decision.
The letter explains that the organisation has reached the final stage of the individual consultation process without suggesting that the outcome has already been decided. This distinction is important when demonstrating that consultation remains genuine.
The invitation identifies the matters that may be discussed, including the proposed redundancy, any outstanding concerns, the employee's representations, alternatives to redundancy and any suitable alternative employment that may be available.
The employee is given reasonable notice of the meeting and is encouraged to consider any further information, questions or proposals they would like the organisation to take into account.
The meeting provides an opportunity to revisit whether the proposed redundancy can be avoided or reduced and whether there are any alternative roles or other arrangements that should be considered before a final decision is reached.
The letter makes clear that the meeting is not a redundancy outcome meeting and that no final decision has yet been made. If redundancy is subsequently confirmed, a separate written outcome should be issued.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Final individual redundancy consultation meeting invitation letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our First Redundancy Consultation Meeting Script Template enables structured discussions, addressing employee concerns professionally at the start of the process.
This Final Individual Redundancy Consultation Meeting Script provides a structured framework for the final stage of an individual redundancy consultation process.
Use these best practice actions, recommended timescales and process stages to understand when and how the Final individual redundancy consultation meeting invitation 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.
No. This is an invitation to a final individual consultation meeting. It should make clear that the employee remains at risk of redundancy and that no final decision has yet been made.
The term can be used where the employer considers that the consultation process is reaching its conclusion and wants to give the employee a final opportunity to make representations before a decision is reached. The meeting must still be genuine and meaningful.
There is no statutory minimum notice period specifically prescribed for an individual redundancy consultation meeting. The employee should be given reasonable notice and sufficient opportunity to prepare. Employers should also follow any relevant contractual or internal requirements.
Yes. The employee should be given an opportunity to suggest ways in which the redundancy could be avoided or reduced and to raise any potential alternative employment or other proposal they believe should be considered.
There is no general statutory right to accompaniment at a redundancy consultation meeting, although Acas recommends that employers consider allowing employees to be accompanied. An employer's own policy, contract or collective agreement may provide a specific right.
HRDocBox templates are designed specifically for UK employers and structured around practical HR processes, employment law and recognised guidance. They provide a ready-to-use framework for a sensitive redundancy process while allowing employers to adapt the document to their own circumstances.
How this content is developed and reviewed
The Final individual redundancy consultation meeting invitation 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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