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A voluntary redundancy application form for employees who wish to put themselves forward for redundancy during a proposed redundancy programme.
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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.
Please complete this form if you wish to be considered for voluntary redundancy. Submitting an application does not guarantee that your application will be accepted. The Company will consider applications in light of its business requirements, the number of applications received and the roles, skills and experience it needs to retain.
1. Employee details
| Employee name: | |
| Employee number: | |
| Job title: | |
| Department: | |
| Manager: | |
| Employment start date: | |
| Continuous service date: | |
| Current salary / hourly rate: | |
| Contractual notice period: |
2. Voluntary redundancy application
| I wish to be considered for voluntary redundancy: | Yes / No |
| Preferred leaving date: | |
| Reason for volunteering: | |
| Other information I would like the Company to consider: | |
3. Redundancy payment information
| Estimated statutory redundancy payment: | |
| Estimated enhanced redundancy payment: | |
| Other applicable payment: |
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A voluntary redundancy application form is used when an employer is considering redundancies and invites employees to put themselves forward for voluntary redundancy. It provides a structured way for employees to express their interest and gives the employer a consistent record of applications received.
The form allows an employee to formally confirm that they wish to be considered for voluntary redundancy. It can be used alongside a voluntary redundancy scheme, consultation process or redundancy policy and provides a clear written record of the employee's request.
The template captures the employee's key details, their role and service information, their request to be considered for voluntary redundancy and any relevant information they wish the employer to take into account. It also provides space for the organisation to record its decision and any agreed arrangements.
A consistent application process helps an employer manage voluntary redundancy requests fairly and transparently. It ensures that employees understand that putting themselves forward is an application rather than an automatic entitlement to leave, while giving the organisation a documented record of the decision-making process.
No. An employee can volunteer for redundancy, but the employer does not have to accept the application. The business may need to retain particular skills, experience or roles, or may receive more applications than it can accept. ACAS specifically recommends making clear to employees that volunteering does not guarantee that the employer will agree to make them redundant. http://www.acas.org.uk/your-rights-during-redundancy/voluntary-redundancy
The employer should consider the needs of the business, the proposed redundancy programme, the employee's role and any applicable selection or consultation arrangements before deciding whether to accept an application. The employer should also consider whether decisions could give rise to discrimination concerns or create inconsistency between employees.
The form is designed for employers and HR teams running a voluntary redundancy exercise. It is particularly useful where several employees are being invited to volunteer and the organisation wants a consistent process for receiving, reviewing and recording applications.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Voluntary redundancy application form, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Our Invitation for Voluntary Redundancy Applications letter template encourages employees to apply for voluntary redundancy while maintaining a fair process.
If you receive an application for voluntary redundancy, send this model letter to an employee as an invitation to a meeting to discuss it.
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No. An employee can ask to be considered for voluntary redundancy, but the employer does not have to accept the application. The organisation may need to retain particular employees because of their skills, experience or business requirements. http://www.acas.org.uk/your-rights-during-redundancy/voluntary-redundancy
Yes. Voluntary redundancies count when determining whether an employer is proposing 20 or more redundancies at one establishment within a 90-day period. They cannot simply be excluded because employees volunteered. http://www.acas.org.uk/collective-consultation-redundancy
Not necessarily. An employer may need to decide which applications it can accept based on the needs of the business. However, the process should be transparent and decisions should not be discriminatory or inconsistent without a legitimate reason.
Voluntary redundancy is still redundancy. An employee who has at least two years' continuous employment will normally qualify for statutory redundancy pay, subject to the statutory rules and any applicable exclusions. An employer may also offer an enhanced voluntary redundancy payment. http://www.gov.uk/calculate-employee-redundancy-pay
This depends on the employer's process and whether the application has already been formally accepted or an agreement has been reached. The application form should therefore make clear when an application becomes binding, if applicable, and employers should deal consistently with any requests to withdraw.
AI can produce a basic redundancy application form, but the difficult part is making sure the document fits into a proper UK redundancy process. Voluntary redundancy sits alongside consultation, selection, statutory redundancy pay, collective consultation thresholds and discrimination considerations.
HRDocBox combines the practical application form with the HR context around using it, helping employers create a clearer and more consistent voluntary redundancy process rather than simply generating a generic form.
How this content is developed and reviewed
The Voluntary redundancy application form 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 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 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."
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