Redundancy pack

£ 25
29 templates
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Our Redundancy Templates Toolkit streamlines the redundancy process, making it easier to manage and ensure compliance.

We understand that redundancies can be a difficult and complex process. That's why we've put together a range of templates that are designed to simplify the process and save you time.

Our redundancy toolkit covers everything from consultation letters to settlement agreements, ensuring that you have all the necessary documents to carry out a successful redundancy process. Whether you're an HR professional, a business owner, or a manager, our templates are easy to use and can be tailored to your specific needs.

We also have budget-friendly bundles featuring this toolkit:

What is Redundancy?

Redundancy occurs when an employer decides to terminate an employee's contract because the job position is no longer necessary or the business undergoes a significant restructuring. Redundancy is not a dismissal due to the employee's performance or conduct; rather, it is a result of changes in the business environment.

Key points about redundancy include:

  1. Business Changes: Redundancy may occur due to various reasons, such as technological advancements, organisational restructuring, mergers, a decline in business, or the closure of a particular department or location.

  2. No Fault of the Employee: Redundancy is not the fault of the employee. It is a situation where the job role itself is no longer required, and the decision is typically made based on the needs of the business.

  3. Fair and Transparent Procedures: Employers are usually required to follow fair and transparent procedures when implementing redundancies. This may include consultation with employees, exploring alternatives to redundancy, providing notice, and offering suitable redeployment opportunities within the organisation.

  4. Consultation: Employers are often obligated to consult with employees and, in some cases, with employee representatives or trade unions before making a decision on redundancy. This allows for open communication and the exploration of potential alternatives.

  5. Severance Pay and Entitlements: In many jurisdictions, employees made redundant may be entitled to severance pay or redundancy pay. The amount often depends on factors such as the length of service and local employment laws.

  6. Redundancy Selection Criteria: If multiple employees hold similar roles, employers may establish fair and non-discriminatory criteria for selecting employees for redundancy. Common criteria include skills, performance, and length of service.

It's important for employers to handle redundancy situations with sensitivity and in compliance with employment laws. Employees affected by redundancy may have rights to compensation, notice periods, or support for finding alternative employment. Seeking legal advice and following established procedures can help both employers and employees navigate redundancy situations.

Redundancy pack
redundancy pack
redundancy pack

Which legal requirements and best practices should employers keep in mind?

  • Redundancy is a form of dismissal and should only be used as a last resort when there is a genuine business need, such as a downturn in business or restructuring.

  • Employers must follow a fair and objective process when selecting employees for redundancy, and ensure that the selection criteria used are objective and non-discriminatory.

  • Employers must consult with employees who are at risk of redundancy and provide them with information about the reasons for the redundancy, the selection process, and the alternatives to redundancy.

  • Employers must consider any alternatives to redundancy, such as redeployment, retraining, or reducing working hours, and provide employees with suitable alternative employment if possible.

  • Employees who are selected for redundancy have the right to a minimum notice period and may be entitled to redundancy pay, depending on their length of service and other factors.

  • Employers should consider any reasonable requests for time off for job hunting or training during the notice period.

  • Employers should ensure that any redundancy process is carried out in a non-discriminatory manner and does not unfairly disadvantage any particular groups of employees, such as disabled employees or pregnant employees.

  • Employers should provide support and assistance to employees who are affected by redundancy, such as counseling or outplacement services.

It is important for employers to follow a fair and objective process when handling redundancy to avoid any potential legal challenges and to protect the welfare and rights of their employees.

There are some key legal and procedural differences regarding redundancy between Scotland and Northern Ireland compared to England and Wales:

  • Consultation period:

    • England & Wales: Minimum consultation period is 45 days for redundancies of 100 or more employees.

    • Scotland & Northern Ireland: Consultation period is 90 days for similar situations.

  • Statutory dismissal procedure:

    • England & Wales: The statutory dismissal procedure for individual redundancies does not apply.

    • Northern Ireland: The statutory dismissal procedure with its three-step process (grounds for dismissal, meeting, and appeal) still applies for individual redundancies.

What's included?

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If you are managing a redundancy process, this model guide provides effective support for you meet your obligations and help employees understand the process.

The guide outlines the obligations and timeline for employers during redundancies, ensuring compliance and supporting a smooth transition.


A redundancy policy is a framework that outlines procedures for fairly managing redundancies, including consultation, selection criteria, and employee support.


If you need to conclude consultation with a provisionally selected employee, send this model redundancy consultation final meeting invitation letter template.

If you need to initiate redundancy consultation with an employee who has been provisionally selected for redundancy, send this model letter to invite them to a redundancy consultation meeting.

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.

If you are considering a possible redundancy, send this model letter template to provide notice of the situation and the reasons why it is under consideration.

If you can offer suitable alternative employment for an employee in a redundant role, issue this model letter to them to offer the new role to them.

In case an employee wishes to appeal their redundancy decision, this template helps them draft a formal appeal, clearly stating the grounds for their appeal and supporting evidence.

Our Redundancy Appeal Meeting Invitation Letter template ensures fairness, inviting employees to discuss appeals with transparency and professionalism.

If, after consultation, the decision has been made to confirm the redundancy of a role, send this model confirmation letter template to the employee affected .

If redundancy is confirmed and you wish to include unfair dismissal claim protection, send this model letter to the employee to propose a settlement agreement.

When you commence redundancy consultation, send this model letter to an employee to explain the redundancy process from start to finish.

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.

If you have proposed a salary reduction as an alternative to redundancy, send this model letter to them to confirm the proposal and request their agreement.

If a trial period in a suitable alternative role has been successful, send this model letter to the employee to confirm their permanent appointment in the new role.

Our Unsuccessful Alternative Employment Trial Period Redundancy Confirmation letter notifies employees of an unsuccessful trial, ensuring clarity and compliance.

This template outlines the terms and conditions of a voluntary redundancy agreement, including any relevant financial compensation, notice periods, and other considerations.

If you have accepted an application for voluntary redundancy, send this model letter to the employee to confirm the outcome.

If you wish to reject an application for voluntary redundancy, send this model letter to the employee to confirm the outcome.


If you are holding an individual redundancy consultation meeting, use this model checklist to ensure that all important discussion areas are covered.

Our Redundancy Questionnaire Form template gathers essential information from employees, ensuring thorough understanding and compliance.

Use this model redundancy selection criteria matrix to set out the criteria that will be applied in deciding which employees to make redundant.

This form enables employees to formally submit their voluntary redundancy applications, capturing necessary details and declarations.


Our Final Redundancy Consultation Meeting Script Template guides structured and sensitive conversations, addressing employee concerns professionally.

Our First Redundancy Consultation Meeting Script Template enables structured discussions, addressing employee concerns professionally at the start of the process.

Use this model template as a script for holding a meeting to communicate a proposed redundancy situation, either with an individual or collectively.


Ensure fair, compliant, and transparent redundancy processes with our Redundancy Plan template, designed for UK employers to meet legal requirements.