At Risk of Redundancy Letter Template

  • Redundancy

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Kate Palmer FCIPD - Director of HR Advice and Consultancy at global employment law consultancy, Peninsula.

Kate Palmer, HR Advice and Consultancy Director

(Last updated )

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During financially challenging times, companies may have no other option than to consider redundancies. As stressful as this is for employers, employees also understand the perils or redundancies and often have fears with job security.

Any company considering redundancies should prepare themselves and their employees for this process with job at risk of redundancy letters.

When planning a redundancy, employers should clarify any specific notes that relate to an employee’s team or department. For example, whether their line managers can provide additional information for why their role is being considered for redundancy.

An at risk of redundancy letter example should make it clear that being at risk does not necessarily mean they will be made redundant. Discussing this with employees and teams, in general, can reassure employees and make the process less stressful.

Preparing these letters may also help in the event of going to an employment tribunalRedundancy legal advice provides help is disagreements arise.

Peninsula provides total support on any HR or Health & Safety issue you have. From unlimited advice to our full documentation and risk assessment services, we'll ensure compliance at all times, contact us today.

What is a job at risk of redundancy letter?

A job at risk of redundancy letter is a written letter of intent that their role is being considered for redundancy. Employees should receive these letters early in the redundancy selection process.

The letter itself should include:


The letter should clearly explain why redundancies are being considered and why the employee’s role is one of the roles being considered.

Consultation process

This features details of the consultation process. This includes the immediate process following the letter, which can occur upon receiving the letter.

A consultation process always needs to take place - but if you have less than 20 employees at risk of redundancy, you do not need to follow collective consultation rules. Instead, you can consult with individuals.

Redundancy process

This features details of the redundancy process itself. This includes details more general to how the company is determining which roles are made redundant.

Alternatives to redundancy

The letter should include any alternatives to redundancy. This includes other roles available, as well as if they need to apply for a role.

Date of consultation

If you’re considering collective redundancy, the letter should clearly state when the consultation will take place. If possible, you should outline when you will make a decision - this will need to happen after the final consultation meeting. 

Additional information

The letter should conclude with how the employee can find additional information, including details of EAPs or contacting representatives.

If nothing else, employers must provide information on how their management can support employees during the process.

ACAS and redundancy procedures

ACAS procedures outline what employers should include in an at risk of redundancy letter.

A job at risk of redundancy letter should include:

  • The date you send the letter
  • The name of the employee
  • The reason for redundancies in the business
  • The number of redundancies the business needs to make
  • The roles and teams affected by redundancies
  • Details of the consultation process
  • The teams or departments at risk of redundancy 
  • How long the process and consultation meetings will take
  • Expected timeline of the process
  • Information of who to contact about further information

A letter with these elements provide employees with a clear indication that redundancies are being considered. Once they receive a letter, you can begin consultations and meetings about redundancies.

A sample at risk of redundancy letter template for the UK is available here. For other countries, you can consult our international branches, including Ireland and Canada.

Once you’ve finished the redundancy process, it can help to consult the employees that received a letter but weren’t made redundant. These follow-up letters are called ‘role no longer at risk of redundancy letter’.

The reason for these follow-up letters is to reassure these employees. Failure to do so can increase their stress and may even lead to negative consequences such as low employee morale and a less productive workforce.

Get help with at risk of redundancy letters today with Peninsula

At risk of redundancy letters are among the first steps to take when considering redundancies. These inform your employees and provide insight with your consideration process.

It is vital to professionally inform employees, as you can provide advice and support during the redundancy selection process.

Using at risk of redundancy letter templates makes these early stages easier for employers. This, in turn, helps any employees being considered for redundancies.

Peninsula can help with more than just a job at risk of redundancy letter template. Our redundancy legal advice can help at every step of the selection process. For specific, specialised assistance, you can call our experts at 0800 158 2313.

At Risk of Redundancy Letter Template

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