Redundancy Notice Letter Template

Dally Rai Dally Rai
blog-publish-date 08 September 2023

No employer enjoys making redundancies, but when you do make them, it’s important you get the process right.

Remember, if you need help with your process you can also contact us on 0800 141 3901 for immediate assistance.

But if you must go ahead, part of that process is issuing written notice. In this guide, we provide you with a redundancy letter template—it’s free to download. Along with details on the steps you need to take.

An employee going through a redundancy situation, and being informed of the consultation process and notice periodAn employee going through a redundancy situation, and being informed of the consultation process and notice period

What is a Redundancy Notice Letter?

It’s a written letter that explains why the staff member(s)’ employment is ending. This type of letter would come at the end of the process. It should include other relevant information. Such as their last day, and anything else they need to know about the remainder of their employment.

Why is a redundancy letter important?

If you fail to provide a notice letter with a valid reason for the termination, you could face a claim of unfair dismissal.

There are numerous fair reasons for issuing a redundancy letter, for example:

  • Operational change.
  • New technology could reduce their need for certain tasks because the technology can do those tasks instead.
  • Changes in the market.
  • To reduce business costs.

Bear in mind that issuing a redundancy letter, and nothing else, is not a fair process.

Procedure to Follow When Sending a Redundancy Letter

Use written letters in conjunction with consultation meetings. First, you must write a letter advising of redundancy and which jobs are under threat.

Then, you must have a period of consultation with the employee(s) or their representatives. It’s important to keep your door open throughout the process and listen to your employees.

If it is less than 20 staff, consultations are not a legal requirement but ideally should be done, anyway.

If they’re able to provide an alternative measure to redundancy, you have to consider the option they provide you.

Failure to do this can result in a claim of unfair dismissal.

Once consultation has ended, and you consider all other options, you must then provide a final notice of redundancy.

This letter will confirm your decision to make the employee(s) redundant and confirm their last day with the business.

When Should I use a Redundancy Letter?

So, do you use the Croner template as a final notice—or as an initial notice letter?”

Use this sample letter of redundancy from an employer as the final notice that the employee is being made redundant.

That means you need to use it after the consultation has happened.

What is Included in the Final Redundancy Letter?

A redundancy letter from an employer in the UK should cover several key points. These include:

  • An explanation of the reasons redundancies are being considered in your business
  • The reason why this individual is being selected for redundancy
  • A comprehensive timeline of the process ahead, including consultation
  • Details of other available roles if there are any. If there are none, confirm that you have checked for other available roles
  • The final date of the employee’s contract
  • Detail all of the financial entitlements the employee has, including when they’ll receive the payments.

We cover all of the above in our template letter. To summarise the process you need to follow:

  1. Use this letter as the final notification of termination of the contract.
  2. After you issue the letter, you should agree to hear the employee’s appeal (if they have one).

The below template will help ensure you’re legally compliant when making redundancies. Remember to personalise the letter to your business needs.

Download Your Redundancy Notice Letter Template

The following redundancy letter template applies to UK businesses only. If you are outside of the UK, different rules and regulations may apply.

Speak to an expert

Croner has a team of award-winning, HR professionals and consultants who are specialists in their field.

We have been providing assistance to businesses for 80 years. Our advice line is available 365 days a year, 24 hours a day. Why not speak to a Croner expert on 0808 145 3375.



About the Author

Dally Rai

An experienced HR Consultant / Employment Solicitor - providing practical and pragmatic advice on all aspects of employment law including unfair dismissal, redundancy, TUPE and discrimination.