Redundancy During Maternity Leave — Objection Letter: Free Template and What to Include

If you need to challenge a redundancy proposed while you are on maternity leave, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong redundancy during maternity leave — objection should include.

What this letter needs to cover

• Assert the right under Regulation 10 of the Maternity and Parental Leave Regulations 1999 to be offered a suitable alternative vacancy in preference to other employees (in England, Wales and Scotland, since 6 April 2024 this runs from when you told your employer you were pregnant until 18 months after the birth)
• State no suitable vacancy has been offered
• Warn this may constitute automatic unfair dismissal and pregnancy discrimination
• Request urgent meeting

Your enhanced protection during maternity leave redundancy

If you're made redundant while on maternity leave, you have priority rights to any suitable alternative role, ahead of other employees at risk of redundancy — this is one of the strongest protections in UK employment law, and failing to offer you this priority can make the redundancy automatically unfair.

What to include before you send it

• Confirmation of your maternity leave dates and the redundancy proposal you've received
• A clear statement asserting your right to priority consideration for suitable alternative vacancies
• A request for details of any current or upcoming vacancies that might be suitable
• A challenge to the process if you believe proper priority hasn't been applied

What counts as a "suitable" alternative role

A suitable role should be broadly comparable in terms, status, and location to your previous role — not simply any vacancy the employer happens to have. If you're offered something significantly worse without good justification, this is worth challenging directly.

Frequently Asked Questions

Does this protection extend beyond maternity leave itself?
Yes — in England, Wales and Scotland, since 6 April 2024 the priority protection runs from when you tell your employer you're pregnant until 18 months after the birth, not just during maternity leave itself.

What if my employer says there simply are no suitable alternative roles?
You're entitled to ask for confirmation of what vacancies existed at the time and why none were considered suitable — a vague assertion without detail is worth challenging.

[Your Name]
[Your Address]
[Your Postcode]
[Your Phone Number]
[Name of Manager / HR]
[Company Name]
[Company Address]
[Company Postcode]
[Date]

Dear [Name],

Subject: Objection to redundancy during maternity leave

I am replying to your letter dated [Date] saying my role is at risk of redundancy.

Under Regulation 10 of the Maternity and Parental Leave etc. Regulations 1999, if my role is redundant I must be offered a suitable alternative vacancy, where one exists, in preference to other employees. [England, Wales and Scotland: Since 6 April 2024 this protection runs from when I told you I was pregnant until 18 months after the birth.]

No suitable alternative vacancy has been offered to me. [e.g. The role of [Job Title] is vacant and I could do it, but it has not been offered to me.] [e.g. The selection criteria penalise me for pregnancy or maternity absence.]

Failing to offer me a suitable vacancy may make my dismissal automatically unfair, and may be pregnancy and maternity discrimination under the Equality Act 2010.

Please pause the redundancy process and meet me urgently to discuss this.

Yours sincerely,

[Your Signature]
[Your Printed Name]