Redundancy Notice Letter: Free Template and What to Include

If you need to formally notify an employee they are at risk of redundancy, 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 notice letter should include.

What this letter needs to cover

• Confirm the role is redundant and the business reason
• Confirm the employee is at risk and in a consultation period
• Invite them to a consultation meeting
• Say whether they can bring someone with them to the meeting
• Outline the redundancy pay they may receive
• Confirm the process that will be followed

What a fair redundancy notice needs to demonstrate

A redundancy notice isn't just a formality confirming a decision already made — genuine redundancy requires proper prior consultation, and this letter should reflect that a fair process has been, or is being, followed, rather than presenting redundancy as a fait accompli before consultation has genuinely taken place.

What to include before you send it

• Confirmation that the employee's role is at risk of redundancy, and the business reason
• Details of the consultation process that will follow, including timescales
• The selection pool and criteria that will be used, if selecting between multiple employees
• Confirmation of whether they can bring someone with them to consultation meetings, and how they can appeal any final decision

Why the difference between "at risk" and "confirmed redundant" matters

This initial notice should confirm someone is at risk, not that redundancy is already decided — presenting the outcome as fixed before genuine consultation has occurred can undermine the fairness of the whole process, even if the eventual decision would have been the same anyway.

Frequently Asked Questions

How long should the consultation period be?
For fewer than 20 redundancies, there's no fixed statutory minimum, but it must be genuine and meaningful — for 20 or more at one establishment, specific minimum collective consultation periods apply.

What if an employee doesn't engage with the consultation process at all?
Document all reasonable attempts to consult — a fair process requires the employer to try, even if the employee chooses not to actively participate.

[Your Job Title / Department]
[Company Name]
[Company Address]
[Company Postcode]
[Employee Name]
[Employee Address]
[Employee Postcode]
[Date]

Dear [Employee Name],

Subject: Your role is at risk of redundancy

I am writing to tell you that your role of [Job Title] is at risk of redundancy because [business reason, e.g. a fall in demand for our logistics service / a restructure of the finance team].

No final decision has been made. We are starting a period of consultation, during which we will discuss with you the reasons for the proposal, how employees will be selected, ways to avoid redundancy, and any suitable alternative roles.

Your first consultation meeting will be on [Date] at [Time] at [Location / online link]. [You can bring a work colleague or trade union representative with you. / Choose and edit to match your procedure.]

If your role is made redundant, you may be entitled to a statutory redundancy payment if you have at least 2 years' continuous service. This depends on your age, length of service and weekly pay (which is capped). [Add any enhanced redundancy pay under your contract or policy.]

The process will be: [e.g. consultation meetings over [number] weeks, then a decision, with the right to appeal].

If you have any questions before the meeting, please contact [Name] on [contact details].

Yours sincerely,

[Your Signature]
[Your Printed Name]
[Your Job Title]