At Risk of Redundancy Letter Template
The first formal step in a fair redundancy process: tell the employee in writing that their role is at risk, explain why, and invite them to a consultation meeting before any decision is made.
What this at risk of redundancy letter covers
- Confirmation that the employee’s role is at risk and that no decision has been made
- The business reasons for the proposal
- Whether the role is the only one affected or part of a selection pool
- An invitation to a consultation meeting, with the right to bring a colleague or union representative
- Suitable alternative employment and the four-week trial period
- What happens after consultation, including notice, redundancy pay and the right of appeal
When you need an at risk of redundancy letter
- You are proposing to remove or reduce a role because the work has ceased or diminished
- You are restructuring a team and need to select from a pool of similar roles
- You want a clear written record that consultation started before any decision was taken
How a fair redundancy process works
- Identify the roles at risk. Decide which roles are affected and, if there is more than one similar role, who is in the selection pool.
- Write to each employee at risk. Explain the proposal and invite them to a consultation meeting. This is the letter on this page.
- Consult properly. Listen to the employee’s views and suggestions, share any selection criteria and scores, and look for suitable alternative roles.
- Confirm the outcome in writing. If the redundancy goes ahead, give notice, explain redundancy pay and offer a right of appeal.
If you are proposing 20 or more redundancies at one establishment within 90 days, collective consultation rules also apply, including consulting employee representatives and notifying the government in advance.
The legal framework
Understanding the law behind an at risk of redundancy letter helps you use it well. Here is the key UK legislation that applies:
Frequently asked questions
How long should redundancy consultation last?
For individual redundancies there is no fixed minimum, but consultation must be meaningful, so it usually involves at least one or two meetings over a week or more. Where 20 to 99 redundancies are proposed at one establishment within 90 days, collective consultation must start at least 30 days before the first dismissal, and 45 days where 100 or more are proposed.
Does an employee have to attend the consultation meeting?
They are not legally required to, but it is in their interest. If they do not attend, offer another date and invite them to send their views in writing, and keep a record that you did so.
Can someone be put at risk of redundancy while on maternity leave?
Yes, but they have extra protection. During pregnancy, maternity leave and for a period after returning, they must be offered any suitable alternative vacancy ahead of other employees at risk, and selecting someone because of pregnancy or maternity leave is automatically unfair and discriminatory.
Is being at risk of redundancy the same as being made redundant?
No. Being at risk means a redundancy is proposed and consultation is starting. No one is made redundant until consultation has finished and a decision has been confirmed in writing.
How Legal Lift helps
Answer a few plain-English questions and our AI generator produces a tailored at risk of redundancy letter, ready to edit, download as PDF or Word. Every template is kept current with UK law, and our SRA-regulated solicitor partners are available if you'd like it reviewed.
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