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If, following consultation, it is determined that a role is no longer at risk of redundancy, send this model letter to an employee to confirm the decision.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Further to our meeting on [date], I am writing to inform you that your role of [role] is no longer at risk of redundancy. After careful consideration and evaluation of our business needs, we have determined that your position is critical to the ongoing success of our company.
We understand that the past few months
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A role no longer at risk of redundancy letter is used to inform an employee that their role is no longer at risk of redundancy.
When an employer needs to reduce the size of its workforce, it may identify specific roles or positions that are at risk of redundancy. Employees in those roles are then given notice that their employment may be terminated on the grounds of redundancy.
If, during the consultation process, the employer identifies alternative ways of achieving the required workforce reduction, such as redeployment or changes to working arrangements, some roles or positions may no longer be considered at risk of redundancy.
The role no longer at risk of redundancy letter typically includes details of the employer's decision, such as the reasons why the role is no longer at risk, the employee's revised terms and conditions of employment, and any other relevant information. The letter may also outline any changes to the employee's role or duties, such as a new reporting line or different responsibilities.
The purpose of the role no longer at risk of redundancy letter is to provide reassurance to the employee that their employment is no longer in jeopardy, and to provide them with all the necessary information about their revised terms and conditions of employment. The letter may also serve as a way for the employer to demonstrate their commitment to treating employees fairly and with respect during a period of change.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Role no longer at risk of redundancy letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
If you need to conclude consultation with a provisionally selected employee, send this model redundancy consultation final meeting invitation letter template.
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 Role no longer at risk of redundancy 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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