England & Walesredundancy

Redundancy Notice Letter (England & Wales)

This is a static, verified master template. AI never generates the clause text below — it only helps you fill in the variable fields once you sign up.

This document's core is based on a template published by ACAS (inferred to be under OGL-3.0, from ACAS's site-wide licensing notice — not a template-specific statement). Verstia does not claim this text is approved by ACAS — its fidelity to the source is verified by a deterministic diff, not a legal review.

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LETTER CONFIRMING EMPLOYEE HAS BEEN SELECTED FOR REDUNDANCY

Dear employee name,

As discussed at our meeting meeting reference, after applying the organisation's redundancy selection criteria, I am very sorry to confirm that you have been selected for redundancy.selection criteria note

Unfortunately, we have not been able to identify any suitable alternative work for you.

NOTICE TO END EMPLOYMENT

You are entitled to notice period weeks' notice to end your employment with employer name, based on your notice basis.

notice arrangement

UNTAKEN ANNUAL LEAVE

Any annual leave you have accrued but have not taken at the end of your employment will be added to your final pay.

ENTITLEMENT TO REDUNDANCY PAY

[redundancy_pay_due => "Due to your length of service, you are entitled to a statutory redundancy payment of redundancy payment, which will be paid to you with your final pay instalment." / else "Due to your length of service, you are not entitled to a statutory redundancy payment."]

RIGHT TO APPEAL

If you believe you have been selected unfairly, you can appeal against the organisation's decision to select you for redundancy. You should do so in writing, setting out the reasons for your appeal, within appeal window days days from receipt of this letter to appeal contact. You will then be invited to an appeal meeting so that the basis of your appeal can be discussed and considered.

If you have any further questions, please contact contact person.

[support_services_offered => "I know this may be an upsetting and worrying time for you. I would encourage you to use the support services available including the Employee Assistance Programme from support provider name who can be contacted by support provider contact." / else ""]

Please accept my best wishes for your future.

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

Employee name(text)required
When the meeting was held (e.g. "earlier today")(text)required
Selection criteria/scores note (optional, e.g. "The selection criteria and your scores are attached to this letter.")(text)
Notice period (weeks)(number)required
Statutory minimum notice rises with service (1 week after 1 month; then 1 week per full year up to 12 weeks). Contractual notice cannot be below the statutory minimum.
Basis for notice period(select)required
Notice arrangement (working notice / payment in lieu / garden leave)(textarea)required
During any working notice period, the employee is entitled to reasonable paid time off (statutory cap: no more than 40% of a week's pay) to look for other work or training.
Is the employee entitled to statutory redundancy pay?(boolean)required
Requires at least 2 years' continuous service. Use the embedded redundancy-pay calculator to determine the amount — this is a deterministic calculation, not an AI estimate.
Redundancy payment amount(currency)
Populated automatically from the redundancy-pay calculator result (statutory minimum only — contractual/enhanced terms may apply and are not calculated here).
Appeal window (days)(number)required
Who to send the appeal to(text)required
Contact person for further questions(text)required
Include employee assistance / support services note?(boolean)
Support service provider name (e.g. Employee Assistance Programme provider)(text)
How to contact the support provider(text)
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).