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If you receive an application for voluntary redundancy, send this model letter to an employee as an invitation to a meeting to discuss it.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Re: voluntary redundancy application
Following our letter to you dated [date] in which we confirmed that your application for voluntary redundancy had been accepted, I would like to invite you to a meeting with [name] on [date] at [time], to be held at [venue].
You may, if you wish, bring a
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An Invitation to Discuss Voluntary Redundancy Application letter invites an employee to a meeting to further discuss their application for voluntary redundancy.
The letter includes details of the consultation meeting, such as the date, time, location, and attendees. It also outlines what the employee can expect, including the opportunity to ask questions or provide additional information.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Invitation to discuss voluntary redundancy application letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
This form enables employees to formally submit their voluntary redundancy applications, capturing necessary details and declarations.
If you have accepted an application for voluntary redundancy, send this model letter to the employee to confirm the outcome.
Employment Rights Act 1996: Provides the legal framework for employee rights, including provisions for redundancy, consultation, and unfair dismissal.
Redundancy Payments Act 1965: Establishes the right to receive statutory redundancy payments for eligible employees.
The Trade Union and Labour Relations (Consolidation) Act 1992: Outlines the rights and obligations of employers and employees regarding redundancy consultation with employee representatives or trade unions.
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): Covers situations where a business or undertaking is transferred from one employer to another, ensuring that employees' rights are protected, including in cases of redundancy.
Equality Act 2010: Prohibits discrimination, including redundancy based on protected characteristics such as age, disability, gender, race, religion, or sexual orientation.
Employment Equality (Age) Regulations 2006: Provides specific protection against age discrimination in relation to redundancy.
Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000: Ensures that part-time workers are not treated less favorably in redundancy situations compared to their full-time counterparts.
Flexible Working Regulations 2014: Gives employees the right to request flexible working arrangements, which could be relevant in the context of redundancy negotiations.
Employment Rights (Northern Ireland) Order 1996: Provides similar protections to the Employment Rights Act 1996 but specifically for employees in Northern Ireland.
Health and Safety at Work Act 1974: Places a duty on employers to ensure the health, safety, and welfare of their employees, including during redundancy processes.
ACAS Code of Practice on Redundancy: Although not legally binding, this code provides practical guidance on handling redundancy situations fairly and effectively, promoting good practice in consultation and communication with employees.
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 Invitation to discuss voluntary redundancy application 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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