Final individual redundancy consultation meeting invitation letter
If you need to conclude consultation with a provisionally selected employee, send this model redundancy consultation final meeting invitation letter template.
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What is a Final individual redundancy consultation meeting invitation letter?
A final individual redundancy consultation meeting invitation letter is sent to an employee who is at risk of redundancy. The letter invites the employee to attend a final consultation meeting to discuss the potential redundancy and its implications for the employee.
The purpose of the final consultation meeting is to give the employee an opportunity to provide their feedback, ask any questions they may have, and to explore possible alternatives to redundancy. During the meeting, the employer will provide information on the selection process and criteria used for the redundancy decision, as well as any relevant information on the employee's entitlements.
The invitation letter typically includes details such as the time, date, and location of the meeting, as well as information on the employee's rights and the expected outcomes of the meeting. It may also include information on the support available to the employee, such as counseling or other resources.
Overall, a final individual redundancy consultation meeting invitation letter is an important step in the redundancy process, and provides the employee with an opportunity to voice their concerns and explore possible alternatives before a final decision is made.
The Employer (you) to the Employee
Great Britain & NI (United Kingdom)
What legislation and best practice guidelines have been taken into account in the development of this template?
In the UK, there are several employment laws that should be considered when issuing a Final individual redundancy consultation meeting invitation letter. These laws are in place to protect employees and ensure that redundancy processes are carried out fairly and in accordance with the law.
Here are some key employment laws that should be considered:
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The Employment Rights Act 1996: This Act requires employers to consult with employees who are at risk of redundancy. This consultation must be meaningful and take place in a timely manner.
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The Equality Act 2010: This Act prohibits discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. When carrying out redundancy processes, employers must ensure that they do not discriminate against any employees.
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The Trade Union and Labour Relations (Consolidation) Act 1992: This Act requires employers to inform and consult with employee representatives, such as trade unions, when carrying out redundancy processes.
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The Transfer of Undertakings (Protection of Employment) Regulations 2006: These regulations apply in situations where a business or part of a business is being sold or transferred. They require employers to consult with affected employees and inform them of any changes to their terms and conditions of employment.
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The Working Time Regulations 1998: These regulations set out the maximum number of hours that employees can work per week and require employers to provide employees with rest breaks.
When issuing a Final individual redundancy consultation meeting invitation letter, employers should ensure that they comply with all relevant employment laws and follow a fair and transparent process. It is also important to provide employees with support and assistance during this difficult time, including access to counselling or other resources if needed.
If you are making up to 19 redundancies, there are no rules about how you should carry out the consultation, although it is good practice to consult with anyone at risk of redundancy before any final decision is made.
If you are making 20 or more redundancies at the same time, consultation should take place with a representative (rep).
There is no time limit for how long the period of consultation should be, but the minimum is:
- 20 to 99 redundancies - the consultation must start at least 30 days before any dismissals take effect
- 100 or more redundancies - the consultation must start at least 45 days before any dismissals take effect (90 days in Northern Ireland)
In which communication or process sequence does this template belong?
First individual redundancy consultation meeting script
Our First Redundancy Consultation Meeting Script Template enables structured discussions, addressing employee concerns professionally at the start of the process.
Redundancy confirmation letter template
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 .
