Model documents

This contract clause states the right of employees to receive written notice if they are made redundant, and that the company may make payment in lieu of notice upon such termination of employment.

This form is for employees to apply for voluntary redundancy, where the company has commenced consultation on redundancy.

This form is to set out the redundancy payment that an employee is entitled to, and how it has been calculated.

This letter confirms the acceptance of alternative employment by an employee made redundant while on maternity leave, and covers how this new position and its trial period will fit with the maternity leave.

This letter confirms that a trial period in alternative employment has been unsuccessful and that the employee is being made redundant, including details of redundancy pay.

This letter confirms the acceptance of alternative employment by an employee made redundant while on additional paternity leave, and covers how this new position and its trial period will fit with the additional paternity leave.

This letter informs an employee formally that they have been selected for redundancy, and invites them to a meeting where they may put their case before a final decision is made.

This letter informs an employee selected for redundancy of the employer’s decision following a meeting to discuss an offer of suitable alternative employment.

This letter informs an employee made redundant while on maternity leave that a suitable alternative position has been identified for her, and of the consequences should she refuse to accept it.

This letter informs an employee of a redundancy situation, the reason for it, that a consultation period has commenced, and that their position is one of those at risk although all alternative options will be explored.

This letter informs an employee of the decision made by the company regarding their application for voluntary redundancy.

This letter informs employees who had previously been told that they were at risk of being made redundant that their position is now safe.

This letter informs employees that the deadline for voluntary redundancy applications has passed, and that any employees who have applied will hear soon whether their application has been accepted.

This letter provides union or employee representatives with the information on proposed redundancies that they are required to be given under section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 and outlines the consultation process.

This letter asks for nominations of employee representatives to consult with the employer over ways to avoid or minimise the need for redundancies, setting a date for the election of representatives.

This letter confirms the counter proposals raised by an employee at risk of redundancy at a consultation meeting, and invites them to a second consultation meeting to give the company’s response.

This letter invites an employee to a meeting to discuss their application for voluntary redundancy.

This letter informs an employee that their position is at risk of redundancy, and invites them to an individual consultation meeting to discuss the situation.

This letter informs an employee selected for redundancy that there is a suitable alternative role for them, giving details of it, and the consequences of their accepting or refusing this offer.

This letter reminds an employee selected for redundancy about an offer of alternative employment to which they have not responded, giving a final deadline for their answer.

This letter informs an employee previously selected for redundancy that their trial period in alternative employment has been successful and they are no longer at risk of redundancy.

This letter invites an employee selected for redundancy to a meeting to discuss an alternative position that the company has identified for them.

This letter confirms the trial period and start date of an alternative positon accepted by an employee who was previously selected for redundancy.

This letter details the notice entitlement or pay in lieu of notice of employees who have been made redundant, where no suitable alternative employment was found.

This letter details the redundancy pay and notice entitlements of employees who have been made redundant, where no suitable alternative employment was found.

This letter informs an employee previously selected for redundancy that their employment is terminated, as they have failed to respond to an offer (and subsequent reminder) of alternative employment by the final deadline.

This letter informs an employee made redundant while on additional paternity leave that the company has been unable to identify a suitable alternative position for then.

This letter informs an employee made redundant while on additional paternity leave that the Company has been able to identify a suitable alternative position for then.

This letter informs an employee made redundant while on adoption leave that the company has been unable to identify a suitable alternative position for then.

This letter confirms the acceptance of alternative employment by an employee made redundant while on adoption leave, and covers how this new position and its trial period will fit with the adoption leave.

This letter informs an employee made redundant while on adoption leave that the company has been able to identify a suitable alternative position for then.

This letter informs an employee made redundant while on maternity leave that the company has been unable to identify a suitable alternative position for then.

This letter informs an employee made redundant while on maternity leave that the company has been able to identify a suitable alternative position for then.

This letter informs an employee that they are no longer at risk of redundancy following individual consultation and the counter-proposals they put forward.

This letter confirms that an employee is being made redundant as no alternative employment has been found, and sets out their entitlement to notice or pay in lieu of notice, and redundancy pay.

This letter confirms the dismissal of an employee who has applied for voluntary redundancy, the terms of the redundancy agreement, final day of employment and redundancy pay.

This letter informs an employee notified of redundancy that, due to a change in circumstances, the notification is being withdrawn and they are invited to continue in their existing role.

This letter informs the appropriate representatives that compulsory redundancies are no longer necessary, and there have been sufficient applications accepted for voluntary redundancy.

This letter informs an employee previously told their position was at risk of redundancy that no compulsory redundancies will now be necessary, owing to sufficient applications for voluntary redundancy.

This letter informs employees that redundancies will be necessary, and invites applications for voluntary redundancy to try to avoid compulsory redundancies.

This letter informs an employee taking voluntary redundancy of the terms of the redundancy agreement, the date employment ends, notice period and redundancy pay.

This letter informs the wider workforce of a redundancy situation, giving the reason for it, but says that the recipient or their department should not be affected.

This letter informs an employee previously told their position was not at risk of redundancy that no compulsory redundancies will now be necessary, owing to sufficient applications for voluntary redundancy.

This letter informs union and employee representatives in a consultation on proposed redundancies that they will have access to affected employees and necessary time off and facilities to fulfil their role.

This letter invites union or employee representatives in a collective consultation on proposed redundancies to an initial meeting, referring to and giving any necessary information as set out in section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992.

UPDATED: 11/04/2012 This document sets out the key points to discuss at a one-to-one consultation meeting.

UPDATED: 11/04/2012 This letter confirms that an employee has been made redundant and sets out the statutory payments that they are entitled to.

This table calculates statutory redundancy payments according to age and length of service.

This matrix is for assessors to score an employee being considered for redundancy on performance, skills, disciplinary and attendance record and work experience.

Send this letter to an employee who was made redundant during maternity leave to confirm that they have accepted an alternative vacancy within the organisation.

Send this letter to an employee who was made redundant during maternity leave to inform them of the consequences of turning down an offer of suitable alternative employment within the organisation.

Send this letter to an employee who has been made redundant during maternity leave to offer a suitable alternative vacancy within the organisation.

Send this letter to an employee who has been made redundant during maternity leave to confirm that no suitable alternative employment is currently available within the organisation.

This letter sets out the summary reasons for dismissal for an employee who is made redundant when pregnant or on maternity leave.

UPDATED: 11/04/2012 This compromise agreement should be used when employment has been terminated and the employer wants to prevent the employee from pursuing any claims against the organisation.