Redundancy Consultation Letter

Letter to notify employees of a potential redundancy situation and to invite affected employees to attend a redundancy discussion meeting.

 

Letter outlines employee legal rights, why redundancies may be necessary, redundancy consultation process being followed, redundancy selection criteria and redundancy meeting date, time and who will be present.

£ 25.00 + vat

Redundancy Policy

Policy outlines the redundancy process (consultation, selection, notification, termination, offering alternative roles and redundancy appeals), and the procedures to follow when terminating employment due to redundancy.

 

Policy also explains employee statutory rights, time-off to look for alternative employment, statutory redundancy pay, company responsibilities and employment notice periods.

• Confirms: Statutory Redundancy Pay entitlements.
• Confirms: Employee Rights.
• Outlines: Line Management responsibilities.
• Pages: 14

£ 25.00 + vat

Redundancy Selection Form

Two forms to help an employer gather relevant job, employment and personal information on roles and employees who are at risk of being made redundant, in order that a fair redundancy selection decision is made.

 

Form 1 - staff complete (confirming work history, skills, knowledge, alternative role preference and views on voluntary redundancy)

Form 2 - managers complete (outlining current and alternative roles, work record and performance, redundancy decision and payments)

£ 25.00 + vat

Redundancy Scorecard

Employment law specialists recommend using a Redundancy Scorecard (also known as a Redundancy Selection Criteria Matrix) to fairly measure and assess employees at risk of redundancy. Employment tribunals also look more favourably upon employers who apply a measured and straight forward approach to select employees and make redundancy termination decisions.

This Redundancy Scorecard is an easy to use and customisable excel spreadsheet, allowing employers to input, review, score, compare and rank employees at risk of redundancy in an objective manner.

The scorecard includes:

• 15 suggested factors and selection criteria.
• Example weightings for each factor (based on importance).
• Ability to add additional factors and assign weightings to each.
• Space to list employees and assign scores against set criteria.
• Automatic calculation of employee overall scores.
• Advice on using the redundancy scorecard.
• Detailed guidance notes on suggested factors and scores.

Suggested factors and weighting are based on commonly used selection criterion (e.g. core competencies, soft skills, technical expertise, attendance, service and disciplinary record) and can be modified as required.

£ 45.00 + vat

Redundancy Termination Letters - With and Without Notice Period

Two letters to confirm job cuts are necessary and to inform affected employees that their role is being made redundant.

 

Both letters outline employee legal rights, why redundancies are necessary, redundancy consultation and selection process undertaken, assistance the company will provide and also informs employees whether they are required to:

• Work their contractual notice period (Letter 1) or
• Leave straight away and receive payment in lieu of notice (Letter 2).

Both letters also confirm redundancy dismissal, when redundancy will take place, what will happen in the intervening period, time-off work to look for alternative work, appeals against redundancy and any payments due (including, statutory redundancy pay, payment in lieu of notice (PILON), contractual entitlements and benefits).

Both letters reflect pre and post 1 October 2009 statutory redundancy pay figures. A statutory redundancy pay calculation table is also included with these letters.

£ 25.00 + vat

Redundancy Letter - Offer of an Alternative Role

Letter to notify an employee that although their current role is being made redundant you would like to offer them an alternative role within the company.

Letter outlines the match against an alternative role and the companys offer of other employment (including new role details, new terms of employment, role trial period and whether the job is considered a suitable alternative role or a completely different job altogether).

Letter also confirms employee rights, why redundancies are necessary, redundancy process undertaken so far, statutory redundancy payments should the employee reject the offer of alternative work and redundancy appeals.

£ 15.00 + vat

Redundancy Letter - Retain in Current Role

Letter to notify at risk employees that they will not be made redundant and to confirm they will continue to work in their current role.

 

Letter outlines redundancy activities and operational reviews undertaken, and confirms current role details, job description and terms of employment.

This letter also confirms the companys current position to help minimise speculation and any further impact redundancies have on the workforce.

£ 15.00 + vat

Letter to Appeal a Redundancy Decision - for employees

If you have been made redudant by your employer (or received a letter informing you that you have been selected for redundancy) for only £10 you can use this letter to appeal the redundancy selection decision.

• Redundancy selection decisions.
• Employment termination due to redundancy.
• Non-selection against a suitable alternative role.
• Redundancy offers of an alternative role.

This letter provides a framework for you to raise a redundancy appeal quickly, easily and without delay - saving you time and effort when exercising your right to appeal redundancy.

This letter also includes over 65 redundancy appeal reasons to choose from (or add to) to help you clearly explain to your employer why you are appealing their redundancy decision and provide them with relevant information.

£ 8.51 + vat