England & Walesredundancy

At-Risk of Redundancy Letter (England & Wales)

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LETTER INFORMING AN EMPLOYEE THEY ARE AT RISK OF REDUNDANCY

letter date

Dear employee name,

I write following the meeting held meeting reference. As we discussed, the organisation may need to make redundancies.

The organisation is considering making estimated number employees within the affected area redundant because redundancy reason. Unfortunately, your post is one of those at risk of redundancy.

WHAT HAPPENS NEXT?

The organisation will now start the consultation process. The purpose of consultation is to:
- discuss and explore ways of avoiding or reducing the number of redundancies and reach agreement if possible
- give you the opportunity to make suggestions and raise any questions you may have
- consider possible suitable alternative employment within the organisation
- seek to agree criteria for selecting employees if redundancies are necessary
- identify your needs during the process and provide you with any necessary support or assistance

I want to make it clear that no decisions have been taken yet and that no decision on this will be made until the consultation has concluded.

WHO WILL WE CONSULT WITH?

[consultation_method => "The organisation will be consulting with rep body name about ways of avoiding or reducing the need for redundancies and about the criteria on which any selection for redundancy would be based. You will also be given an opportunity to be consulted directly about how the process affects you." / else "The organisation will consult with you on an individual basis. We will be writing to you soon to invite you to a meeting to discuss ways of avoiding or reducing the need for redundancies and about the criteria on which any selection for redundancy would be based. All suggestions will be considered."]

HOW LONG WILL THE CONSULTATION LAST?

consultation length

We will keep you informed and involved throughout the process. In the coming days, we will write to invite you to an individual consultation meeting to discuss the issues outlined in this letter, and any other concerns that you may have.

We appreciate that this is likely to be an upsetting and difficult time for everyone. Please feel free to contact contact person if you have any queries or would like to discuss any aspect of the process further.

Yours sincerely

employer name

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This document is provided as a template for information purposes and is not legal advice.
For advice on a specific situation, consult a qualified adviser or Acas (acas.org.uk).

Variables you will fill in

Letter date(date)required
Employee name(text)required
When the meeting was held (e.g. "earlier today" or a date)(text)required
Estimated number of employees at risk(text)required
Affected team / department / section / location(text)required
Reason for potential redundancies(textarea)required
Is there a recognised trade union or employee representative body?(boolean)required
Collective consultation (20+ redundancies in 90 days) legally requires consulting elected/union representatives, not just individuals — Trade Union and Labour Relations (Consolidation) Act 1992, s.188.
Name of union / representative body (if applicable)(text)
Expected consultation length(textarea)required
Minimum 30 days if proposing 20+ redundancies, or 45 days if proposing 100+ redundancies, within a 90-day period (s.188 TULRCA 1992). No fixed minimum for smaller/individual consultations, but it must be genuine and meaningful.
Contact person for questions(text)required
Employer name (signatory)(text)required

This information is for informational purposes only and does not constitute legal advice. For advice on a specific situation, consult a qualified adviser or Acas (acas.org.uk).