Last revision: 01/03/2023
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The document can be used by an employer who is based in Great Britain to notify an employee of their final selection for dismissal by reason of compulsory redundancy. The document can be adjusted to cover the relevant information which will be applicable to the employee's dismissal, including:
Statutory redundancy pay
Before completing this document, it useful to note the following points in relation to statutory redundancy pay:
(a) 1.5 of a week's pay for each full year of service where the employee was aged 41 or more;
(b) 1 week's pay for each full year of service where the employee was aged 22-40;
(c) 0.5 of a week's pay for each full year of service where the employee was under the age of 22 for any part of the year.
It is also useful to note the following regarding redundancy:
Many employers choose to hold a redundancy policy, which can be consulted during the redundancy process.
How to use this document
The employer should enter the relevant information into the document. It is important to take care to ensure that the correct information is entered so as to minimise the chances of an unfair dismissal claim from the employee. Any relevant contractual provisions (for example in relation to notice periods and contractual redundancy pay entitlements) should be checked in accordance with the employee's contract of employment. It is also possible to refer to the government website to check the calculation of an employee's statutory redundancy pay and holiday entitlement.
An employer should always meet with the employee to explain the outcome of the redundancy selection process, however the relevant information must also be provided in writing as per the purpose of the redundancy notice. The document should therefore be signed by the employer and provided to the employee. Although the redundancy notice must be given in writing, the employer can decide whether to deliver the notice to the employer personally during a meeting, or via post to their address. It is also possible to send the notice in electronic format by attaching it to an email to the employee.
Where the employee raises an appeal to the decision, the appeal process should be followed accordingly (following the process which will be set out within the notice).
The key pieces of applicable legislation in relation to redundancy are:
Acas (the Advisory, Conciliation and Arbitration Service) also provides guidelines and advice to employers in respect of redundancy.
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A guide to help you: Managing Employee Redundancies
Other names for the document: Redundancy notice England, Notice of redundancy, Letter to notify of redundancy, Employee redundancy letter, Letter to employee to inform of redundancy
Country: United Kingdom