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Voluntary redundancy application rejected letter

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

Reading time
How long to understand and implement this letter?
5 mins
Word count
How many words in this letter?
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What is a Voluntary redundancy application rejected letter?

A voluntary redundancy application rejected letter is necessary for several reasons.

Firstly, it confirms to the employee that their application for voluntary redundancy has been reviewed and that a decision has been made. This provides them with clarity and closure on the matter.

Secondly, it communicates to the employee that their position is considered essential to the continued operation of the business, which can be a morale booster. It can also help to retain valuable employees who may have been considering leaving the company.

Finally, it shows that the company has a fair and transparent process for reviewing voluntary redundancy applications. This can help to build trust and respect among employees, even if their application has been rejected.

Overall, a voluntary redundancy application rejected letter is a professional way to communicate with employees and provide them with the information they need to make informed decisions about their future with the company.

Best practice timescale for this to be issued
When should this letter be issued?
As soon as reasonably possible after the decision has been made
Issued by who, to whom
Who should issue this letter, and to whom?
The Employer (you) to the Employee
Applicable legal jurisdiction
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?

  1. Employment Rights Act 1996: This Act contains provisions related to redundancy, including consultation requirements, selection criteria, and entitlements for employees facing redundancy.

  2. Trade Union and Labour Relations (Consolidation) Act 1992: This Act outlines the obligations of employers regarding collective redundancies and consultation with trade union representatives or employee representatives.

  3. Equality Act 2010: This Act prohibits discrimination based on protected characteristics, such as age, gender, race, disability, etc., during the redundancy process, including the handling of voluntary redundancy applications.

  4. Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002: These regulations protect fixed-term employees from less favorable treatment during the redundancy process.

  5. Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000: These regulations ensure that part-time workers are not treated less favorably during the redundancy process.

  6. Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): In cases of business transfers or outsourcing, TUPE may apply, protecting the rights of employees regarding redundancy.

Voluntary redundancy application rejected [Delete this line]

[Company name]

[Sender address]



[Recipient name]

[Recipient address]


Dear [Recipient first name],


Re: Your application for voluntary redundancy

Following our letter to you of [date] in which we invited employees to apply for voluntary redundancy, we have had the opportunity to review all the applications for voluntary redundancy that were submitted and are now in a position to communicate our decision regarding your application.

I regret to inform you that [Company] has decided to reject your application for voluntary redundancy.

As you know, [Company] was unable to guarantee that any individual employee who applied for voluntary redundancy would be accepted and the decision as to whom (and how many) to accept had to be made taking into account a number of factors. Such factors included our need to retain certain types of knowledge and skills that are essential for us to meet our future business aims and the need to retain a balance of people with different skills and talents.

I do hope that you will understand that, based on these needs, [Company] very much wants to retain your services and that is why we are unable to accept your application for voluntary redundancy

We value the contributions you have made to the company and want to keep you as a valuable member of our team. We understand that this may not be the outcome you were hoping for, but we hope you will continue to work with us as we move forward.

If you have any questions or concerns, please do not hesitate to contact us. We appreciate your understanding in this matter.

Yours [faithfully | sincerely],



[Sender name]

[Sender job title]

[Sender telephone]
[Sender email]

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In which communication or process sequence does this template belong?

Previous step
Invitation to discuss voluntary redundancy application letter template

If you receive an application for voluntary redundancy, send this model letter to an employee as an invitation to a meeting to discuss it.

This step
Voluntary redundancy application rejected letter template
Next step
Role no longer at risk of redundancy letter template

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.

Voluntary redundancy application rejected letter
voluntary redundancy application rejected letter