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View full libraryUse this redundancy confirmation and offer of suitable alternative employment letter to confirm the outcome of redundancy consultation and formally offer an employee another role within the business. It helps employers communicate the decision clearly, explain the alternative position and set out the employee's options, including any applicable statutory trial period.
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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.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Confirmation of Redundancy of Your Existing Role and Offer of Suitable Alternative Employment
Further to our redundancy consultation meetings held on [Dates], I am writing to confirm the outcome of the consultation process and to formally offer you suitable alternative employment within the business.
Outcome of redundancy consultation
As discussed during consultation, the business has been reviewing [briefly explain the business circumstances and proposed organisational changes].
Following consideration of the business requirements, the matters raised during consultation and the alternatives available, we have concluded that your existing position of [Current Job Title] is no longer required within the proposed structure.
We have carefully considered the points you raised during consultation, including [summarise the employee's main suggestions or concerns and how they were considered]. Unfortunately, these have not provided a viable way to retain your existing role in its current form.
We are therefore confirming that your existing role is redundant.
However, we have identified an alternative position which we believe may be suitable for you. We are pleased to formally offer you this position as an alternative to redundancy dismissal.
Offer of suitable alternative employment
We would like to offer you the position of [New
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Where an employee's existing role is confirmed as redundant, offering suitable alternative employment can help preserve employment and avoid dismissal. Employers must communicate the redundancy decision carefully while providing clear information about any alternative role being offered.
The letter should explain that consultation has concluded and summarise the business reasons for the decision. It should confirm that the employee's existing role is redundant and explain how their feedback, suggestions and any relevant alternatives were considered. The explanation should be specific to the circumstances and consistent with the consultation records.
An offer of suitable alternative employment should provide enough information for the employee to make an informed decision. This includes the job title, responsibilities, salary, working hours, location, reporting arrangements and any other significant changes to contractual terms. Where appropriate, a job description or written statement of revised terms should accompany the letter.
Whether alternative employment is suitable depends on the circumstances, including the employee's skills, experience and the terms of the proposed role. Pay, status, duties, working hours, location and personal circumstances may all be relevant. Employers should avoid assuming that a vacancy is suitable simply because it is available.
Where the statutory requirements are met, an employee who starts suitable alternative employment is entitled to a four-week statutory trial period. This allows the employee and employer to assess the arrangement. The period may be extended by written agreement before it starts where retraining is required, with the agreement specifying the terms and end date of the extension.
Accepting suitable alternative employment will normally mean that the employee remains employed and does not receive a redundancy payment. An employee who unreasonably refuses an offer of suitable alternative employment may lose entitlement to statutory redundancy pay. However, whether refusal is reasonable depends on the employee's individual circumstances, and employers should assess those reasons carefully before reaching a decision.
Employees should be told how to raise concerns about the redundancy decision or the proposed alternative role. An appeal process is recommended by ACAS and may also be required by workplace procedures. Providing a clear route for appeal helps ensure that concerns can be reviewed fairly and that any mistakes can be addressed promptly.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Redundancy confirmation and offer of suitable alternative employment letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
This Final Individual Redundancy Consultation Meeting Script provides a structured framework for the final stage of an individual redundancy consultation process.
Challenge a redundancy dismissal through a formal appeal letter that explains the employee's concerns, identifies relevant evidence and requests a fair review of the redundancy decision.
Use these best practice actions, recommended timescales and process stages to understand when and how the Redundancy confirmation and offer of suitable alternative employment 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.
Yes. Where consultation has concluded and the existing role has been confirmed as redundant, the employer can communicate that decision and offer suitable alternative employment in the same letter. The wording should distinguish clearly between the redundancy of the existing position and the employee's potential continuation in another role.
No. An employee can decline an alternative role. However, an unreasonable refusal of an offer of suitable alternative employment may affect entitlement to statutory redundancy pay. The employer must assess both whether the role was suitable and whether the employee's reasons for refusing were reasonable.
Where the statutory conditions are met, the employee is entitled to a four-week trial period beginning when the alternative employment starts. An extension may be agreed in writing before the trial begins where retraining is required. The employer should explain the arrangements and keep an accurate record of the trial outcome.
If the alternative employment ends during the statutory trial period because it is unsuitable, the employee may remain entitled to statutory redundancy pay, subject to the legal conditions. The employer should investigate the reasons, document the outcome and confirm the employee's position in writing. Different consequences may apply where employment continues beyond the trial period.
Where the employee continues in employment with the same employer under suitable alternative employment arrangements, their continuous employment will normally be preserved. The employer should confirm the employee's existing continuous service date and document any changes to contractual terms.
HRDocBox provides editable UK HR templates supported by practical implementation guidance and compliance considerations. AI can help tailor wording, but it may overlook important legal distinctions concerning suitability, statutory trial periods and redundancy pay. Employers should still adapt the template to their circumstances and verify current legal requirements.
How this content is developed and reviewed
The Redundancy confirmation and offer of suitable alternative employment 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."
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