Invitation to discuss voluntary redundancy application letter

Name: Invitation to discuss voluntary redundancy application letter
Brand: hrtemplates.co.uk
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If you receive an application for voluntary redundancy, send this model letter to an employee as an invitation to a meeting to discuss it.

How long to understand and implement this letter?
10 mins

How many words in this letter?
363

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What is an Invitation to discuss voluntary redundancy application letter?

An Invitation to discuss voluntary redundancy application letter is used to invite an employee who has applied for voluntary redundancy to discuss their application further.

When an employee applies for voluntary redundancy, it is common for the employer to arrange a meeting to discuss the employee's reasons for applying, their expectations regarding the voluntary redundancy package, and any other relevant issues. This meeting is usually referred to as a consultation meeting.

The Invitation to discuss voluntary redundancy application letter typically includes details of the consultation meeting, such as the date, time, and location, as well as information about who will be attending the meeting from the employer's side. The letter may also include information about what the employee can expect from the meeting, such as the opportunity to ask questions or to provide further information about their application.

The purpose of the Invitation to discuss voluntary redundancy application letter is to inform the employee of the consultation meeting and to provide them with all the necessary information they need to prepare for the meeting. The letter may also serve as a way for the employer to demonstrate their commitment to treating employees fairly and with respect during a difficult period of change.

Who should issue this letter, and to whom?
The Employer (you) to the Employee

In which jurisdiction can this letter be used?
Great Britain & NI (United Kingdom)

What legislation and best practice guidelines have been taken into account in the development of this template?

Employment Rights Act 1996: Provides the legal framework for employee rights, including provisions for redundancy, consultation, and unfair dismissal.
Redundancy Payments Act 1965: Establishes the right to receive statutory redundancy payments for eligible employees.
The Trade Union and Labour Relations (Consolidation) Act 1992: Outlines the rights and obligations of employers and employees regarding redundancy consultation with employee representatives or trade unions.
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): Covers situations where a business or undertaking is transferred from one employer to another, ensuring that employees' rights are protected, including in cases of redundancy.
Equality Act 2010: Prohibits discrimination, including redundancy based on protected characteristics such as age, disability, gender, race, religion, or sexual orientation.
Employment Equality (Age) Regulations 2006: Provides specific protection against age discrimination in relation to redundancy.
Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000: Ensures that part-time workers are not treated less favorably in redundancy situations compared to their full-time counterparts.
Flexible Working Regulations 2014: Gives employees the right to request flexible working arrangements, which could be relevant in the context of redundancy negotiations.
Employment Rights (Northern Ireland) Order 1996: Provides similar protections to the Employment Rights Act 1996 but specifically for employees in Northern Ireland.
Health and Safety at Work Act 1974: Places a duty on employers to ensure the health, safety, and welfare of their employees, including during redundancy processes.
ACAS Code of Practice on Redundancy: Although not legally binding, this code provides practical guidance on handling redundancy situations fairly and effectively, promoting good practice in consultation and communication with employees.

Invitation to discuss voluntary redundancy application [Delete this line]

[Company name]

[Sender address]

[date]

[Recipient name]

[Recipient address]

Dear [Recipient first name],

Following our letter to you dated [date] in which we confirmed that your application for voluntary redundancy had been accepted, we would like to invite you to come to a meeting with [name] on [date] at [time], to be held at [venue]. You may, if you wish, bring a colleague or trade union representative with you to the meeting. [Name] from the [HR department/external HR consultant] will also attend.

The purpose of the meeting will be to discuss and finalise the details of the termination of your employment through voluntary redundancy. The specific matters to be discussed include:

the date of termination - we propose that this should be [date];
the fact that this proposed termination date means that you will work [your full/part of your] notice period, your notice period being [number of weeks/months];
a proposal to pay you for [part of] your notice period in lieu of your working out that [part of the] notice period;
any annual holiday leave that you have accrued, but not taken, during the current holiday year, and [whether or not/when] you will take the outstanding holiday days due to you prior to your termination date, or be paid for them on termination;
[any [bonus/commission] to which you may be entitled;]
arrangements for the return of company property in your possession [including your company car;]
the amount of redundancy pay you will receive, which will be in line with [the statutory requirements/the organisation's policy on voluntary redundancy/our earlier notification to you regarding the financial settlement available to employees who volunteered and were accepted for redundancy;]
[any entitlements that you have under the employer's occupational pension scheme;]
[our request that you sign a settlement agreement, which is an agreement that you will not bring any of a number of employment tribunal claims on termination of your employment.]

If the date or time that we have proposed for this meeting is not suitable for you, please contact [name] to arrange an alternative date or time. Otherwise, please confirm (by contacting [name] on [phone number and/or e-mail address]) that you will attend the meeting and by whom you will be accompanied (if you wish to be accompanied).

Yours [faithfully | sincerely],

[Sender name]

[Sender job title]

[Sender telephone]
[Sender email]

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