Redundancy Process Guidance and Toolkit

The Redundancy Process Guidance and Supplementary Toolkit collectively provide guidance and the necessary resources required for managing redundancies to ensure compliance and promote good practice.



Out of stock


Why buy this toolkit?

Managing redundancies is complex. So it is essential that your process is designed to ensure compliance from the beginning. The Redundancy Process Guidance and Supplementary Toolkit collectively provide guidance and the necessary resources to explain what you need to do, why and when, to help ensure your business remains compliant (including adherence to the statutory three step dismissal process for NI which is built into our resources).

The Redundancy Process Guidance and Supplementary Toolkit Pack contains:

  1. Redundancy Process Guidance which sets out detailed step by step guidance for managing individual and collective redundancies (explaining what you need to do and when, along with sign posting to the numbered toolkit resources, so as you clearly know which letter or resource to use at each stage of the process),
  2. Supplementary Toolkit which contains an extensive range of customisable letters, documents, templates and other resources as set out in the process guidance document as required for managing redundancies. The toolkit contains: 1.  Substantive Process Resources (i.e. for proposed redundancies affecting less than 20 employees) 2. Collective Process Resources, if you need to manage collective redundancies (i.e. 20 or more employees) and 3. ‘Micro’ shortened Process Resources if you are managing 1 or 2 redundancies / for more limited circumstances.

The Substantive Process Toolkit includes the following resources:

This helps you do due diligence to check that the data you hold is accurate and which is then used to form the basis of calculating any redundancy payments due.

This template can be used to provide employees with a redundancy payments estimate based on reference dates for the calculation.

This template provides you with the key information to be covered when announcing that potential redundancies are being contemplated and should be adapted as required to the specific circumstances.

This letter advises those post-holders whose roles are potentially in-scope that their role may be at risk of redundancy. Again, you should customise it as required to the particular circumstances.

This document provides information to those post-holders potentially affected to set out the proposals and process to help support the consultation process. It is not legally required for individual redundancy consultation but is for collective redundancies. None-the-less, we strongly recommend it is used i­­n every occasion- as in our experience it helps make sure everyone is clear on the proposals and process from the off and avoids confusion later if a dispute arises.

This form can be given to employees if they wish to apply for Voluntary Redundancy. VR is one option to explore to try to reduce the impact or lessen the effect of the proposed redundancies.

The letter should be used to invite a post-holder to a VR meeting if they have applied for VR. It follows the statutory provision required to be followed for a VR process.

This template helps you prepare for and manage the meeting.

This letter notes that the VR has been accepted. However, under the legislation, a Volunteer is taken to have volunteered to be made compulsorily redundant and therefore they will also need to later receive the Confirmation of Redundancy letter.

This template can be used and adapted to enable potentially affected post holders to apply for consideration against newly created roles if the proposals also relate to a restructure or alternative roles in the organisation.

This template can be used and adapted as appropriate if selection is proposed to be by way of a selection matrix.

These templates collectively provide resources to invite the potentially affected employee/s to each formal consultation meeting, along with a template to confirm the agenda and note of that meeting. They contain the main information to be covered and should be adapted to cover the specific circumstances.

This letter is used to advise a potentially affected post-holder that their position has been provisionally selected for redundancy and to invite them to formally consult.

This letter can be used if a post-holder has been successful in securing an alternative role in the organisation. Again, it should be customised to the specifics.

This letter invites the relevant employee/s to a final decision meeting.

This letter is to be used if a person has secured an alternative role and a decision also reached to bring their current substantive role to an end for reasons of redundancy.

This letter can be used if a decision has been taken to confirm the redundancies of a post/s.

This letter can be used at the relevant time to confirm that a post is no longer ‘at risk’ as may be appropriate. However, caution needs to be exercised as to when to issue, for example, as all decisions are subject to appeal.

Can be used to invite to the employee to a formal appeal hearing if an appeal has been lodged. Again, it should be customised to the specifics.

Should be used to set out the decision of the appeal and should be accompanied by a report setting out the rationale for the Appeal decision. Again, it should be customised to the specifics.

The Collective Process Resources and ‘Micro’ shortened Process Resources contain a variation on the resources you may require, as appropriate.

The toolkit is correct and up-to-date as of the date of publishing and is based on Northern Ireland legislation. The responsibility rests with the purchaser for ensuring the resources are kept up-to-date and in line with employment law as may be amended from time to time. 

Given the complexities involved in implementing redundancies, we recommend that you also opt to purchase the two-hour training session with one of our experienced consultants to offer further guidance and explain how to use the toolkit and what you need to do and when.

Should you require additional advice or support, please contact us, or select the option to purchase consultancy time (which allows you to set the budget upfront) and one of our team will be in touch to assist.

Not sure? If you would like a demo of any of our Toolkits before you buy, please get in touch.


There are no reviews yet.

Be the first to review “Redundancy Process Guidance and Toolkit”

Your email address will not be published. Required fields are marked *


Our courses are self-paced and available from an employee or manager perspective. They are designed to be compliant to NI and GB employment law. You can purchase our ready-made products, or alternatively we can work with you to include your own organisation’s policies and procedures.

Contact us for more info!