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Redundancy (32)

Acceptance of volunteer for redundancy letter
Employees who volunteer and are accepted for redundancy are still regarded in law as having been dismissed, i.e. they have not resigned. This means you must still continue to follow a fair redundancy procedure in respect of any volunteers. Use our acceptance of volunteer for redundancy letter to ensure... Read more
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Type: Letter
Ballot form for election of employee reps
Our ballot form is to accompany the letter inviting employees to elect employee representatives. It's the form the employee should use to cast their vote for who they want to be their employee representatives for collective redundancy consultation or on a TUPE transfer. You'll need to ensure you comply... Read more
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Type: Form
Collective consultation letter
Before collective consultation on redundancy can begin, you have to disclose in writing a specified set of information to the appropriate representatives. Use our collective consultation letter to comply with your legal obligations here and you can also use it arrange a first consultation meeting with... Read more
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Type: Letter
Collective redundancy information and consultation checklist
 Redundancy is a potentially fair reason for dismissal but you must still act reasonably. This means that you must properly explore other options to redundancy, fully consult with the affected employees, adopt a fair selection procedure and offer suitable alternative employment to the redundant employees... Read more
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Type: Checklist
Confirmation of outcome of redundancy appeal meeting
After holding an appeal against the decision to dismiss the employee on redundancy grounds, you need to formally notify them, in writing, of the outcome. The decision on an appeal will be final.A final decisionAfter hearing what the employee has to say as part of their appeal, there are two possible... Read more
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Type: Letter
Counter-notice to notice of intention to claim a redundancy payment letter
Where an employee has been laid off or put on short time working, after a period of time it's possible for them to try and claim a statutory redundancy payment.  The procedure is complicated but essentially you can serve a counter-notice to contest liability in certain circumstances.  Use our counter-notice... Read more
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Type: Letter
Dismissal on notice due to redundancy letter
Dismissal on notice letter due to redundancy letterYou should only use this letter where the employee has been employed for less than two years and you are making less than 20 redundancies within a 90-day period. This is because longer-serving employees have unfair dismissal rights so they need to be... Read more
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Type: Letter
Employee rep role explanation letter
Where you're about to start collective consultation on redundancy with appropriate representatives, you might find it useful to let them first know what their role is in the process, particularly if it's a new experience for them. You can use our letter for this purpose.A helping handWhere you propose... Read more
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Type: Letter
Enhanced redundancy payments policy
If you want to provide for enhanced redundancy pay (ERP), it's useful to have a policy setting out how the payment will be calculated.  It's better to ensure that you base it on the statutory redundancy payments (SRP) scheme and express it to be entirely discretionary and non-contractual. No contractual... Read more
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Type: Policy
First redundancy consultation letter
Redundancy law is much more complex than paying an employee off. There must be a genuine redundancy situation and you must treat the employee fairly in the procedure you use prior to the dismissal decision being taken. The starting point is to explore whether compulsory redundancies can be avoided, for... Read more
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Type: Letter
Information and consultation flow chart
This flow chart highlights the various situations where you may be legally obliged to inform and consult with a variety of employee representatives.   Overview of main obligationsHealth and safety: You must consult with employees or their representatives on health and safety matters. Safety representatives... Read more
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Type: Flow chart
Invitation to nominate as employee representative in redundancy situations
The law imposes far-reaching obligations on employers to notify and consult with appropriate representatives about proposed collective redundancies. Where there is no recognised trade union and no current employee representatives who have authority to act for this purpose, use our letter to start the... Read more
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Type: Letter
Letter confirming no compulsory redundancies necessary
Where you've accepted volunteers for redundancy, you might find yourself in a position where you no longer need to make any compulsory redundancies as a result. Use our letter to let other affected staff know they're no longer at risk of redundancy.  Voluntary redundancyAs part of a fair redundancy... Read more
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Type: Letter
Letter inviting employees to elect employee representatives
If, having asked for nominations for election as employee representatives to enable you to collectively consult on redundancy or to consult in a TUPE transfer situation, there are more nominations than the number of representatives proposed, use our letter inviting employees to elect employee representatives... Read more
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Type: Letter
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Type: Letter
Letter withdrawing redundancy notice due to change of circumstances
You have a duty to continue to seek work for an employee served with notice of redundancy right up until the date their employment terminates. Sometimes, there might be a change in your business circumstances such that you are actually in a position to withdraw the redundancy notice and offer the employee... Read more
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Type: Letter
Notification of potential redundancy meeting
The law on termination of employment can differ according to how long the employee has worked for you. For employees with short service, termination on the ground of redundancy can be relatively straightforward.Short- serving employeesAs a general rule, short-serving employees do not have the right to... Read more
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Type: Letter
Notification of redundancy appeal meeting
An employee has no statutory right to appeal against a redundancy dismissal. However, it's preferable still to give the employee an opportunity to appeal as part of an overall fair dismissal procedure. Use our letter when an employee appeals against a redundancy dismissal decision, to inform them of... Read more
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Type: Letter
Objection to early departure on redundancy
Our notice of objection enables you to challenge an employee's right to a statutory redundancy payment where they propose to leave your employment prematurely on redundancy before their notice period has expired. Use it with caution and be clear about your reasons for objecting to their premature departure.Objection... Read more
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Type: Letter
Offer of alternative work
Use our form to offer alternative employment to an employee whose job has been identified as redundant. This is an essential part of a fair consultation procedure, assuming, of course, that there is alternative work available.Alternative workDuring a redundancy programme, you may find that you're able... Read more
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Type: Letter
Redundancy payment calculation
On making a redundancy payment, you're under a statutory duty to supply a written statement indicating how the amount of the payment has been calculated, and this is based on the employee's age, length of employment and gross weekly wage. Our redundancy payment calculation will ensure you comply with... Read more
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Type: Form
Redundancy payments ready reckoner
Statutory redundancy pay is the minimum payment that must be made to an employee who is to be made redundant. It is calculated according to age, length of service and their gross weekly pay.Redundancy paymentsIf the employee that you're making redundant has been employed by you for two years or more,... Read more
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Type: Document
Redundancy policy
Whilst redundancy is a potentially fair reason for dismissal, you are still obliged to follow a fair procedure when implementing a redundancy programme. Our policy statement helps get you started with this.A fair redundancyRedundancy is a potentially fair reason for dismissal, but you must still act... Read more
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Type: Policy
Redundancy selection assessment
When choosing redundancy selection criteria, you need to ensure they're objectively chosen and then fairly applied. Our selection criteria document is aimed at helping you with the first part of this and then our redundancy selection assessment will assist you with putting together a scoring system based... Read more
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Type: Form
Redundancy termination notice
Once you've completed your consultation procedure and you need to make an employee redundant, you must issue them with a formal  notice of termination of employment.Notice of redundancyAfter the completion of your full and fair consultation procedure, you then need to decide whether or not an employee... Read more
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Type: Letter
Rejection of volunteer for redundancy letter
If you have invited applications for voluntary redundancy as part of your redundancy consultation procedure, you don't have to accept everyone who applies and you can still revert to compulsory redundancy if necessary. Use our rejection of volunteer for redundancy letter to decline an employee's application.Good... Read more
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Type: Letter
Second redundancy consultation letter
When contemplating making an employee redundant, you will first need to enter into a period of individual consultation, which will involve arranging a series of meetings with the employee to discuss your proposal in more detail. Compulsory redundancyOnce you have explored all the avenues to avoid a redundancy... Read more
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Type: Letter
Selection criteria
In deciding whom to select for redundancy, you need to consider your pool for selection, the objective criteria that you are going to apply and the adoption of a fair marking system. An unfair selection for redundancy can result in an unfair dismissal.Fair selectionThe Selection Criteria which you use... Read more
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Type: Procedure
Successful trial period in alternative work
Where an employee accepts an alternative post during a redundancy programme, if the terms and conditions differ from those of their current post, there's a statutory trial period for both parties to establish whether the post is suitable for the employee. If the trial period is successful and employment... Read more
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Type: Letter
Time off to look for work on redundancy letter
An employee who has been given notice of redundancy and who has two years' continuous employment is entitled to reasonable time off work during their notice period to look for a new job or arrange training for future employment. However, pay is limited to two-fifths of one week's pay. Use our letter... Read more
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Type: Letter
Unsuccessful trial period in alternative work
Where an employee accepts an alternative post during a redundancy programme, if the terms and conditions differ from those of their current post, there's a statutory trial period for both parties to establish whether the post is suitable for the employee. If the trial period is unsuccessful, the position... Read more
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Type: Letter
Voluntary redundancy termination notice
Once you've completed your consultation procedure, which you still need to follow even in the case of any volunteers for redundancy, you must issue staff with a formal notice of termination of employment. In the case of voluntary redundancy, the notice will be slightly different to that issued to those... Read more
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Type: Letter