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.



If you want help to customise the template/s, you may opt to purchase some consultancy time, so as you set the budget, and then one of our team will be in touch to assist.


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:

Redundancy data collection spreadsheet – 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.
Individual Redundancy Payments Estimate – this template can be used to provide employees with a redundancy payments estimate based on reference dates for the calculation.
Announcement – 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.
At risk letter – this letter advices 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.
Consultation Document Individual – 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.
VR Application Form – 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.
Invite to VR Meeting – 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.
VR Meeting Agenda – this template helps you prepare for and manage the meeting.
VR Acceptance – 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.
Expression of Interest – 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.
Selection Matrix – this template can be used and adapted as appropriate if selection is proposed to be by way of a selection matrix.
Meeting invites and Notes Template for each required consultation meeting – 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.
Provisional Selection and Invite – 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.
Provisional Offer letter Suitable Alternative Post and invite to meeting – 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.
Final decision meeting Invite – this letter invites the relevant employee/s to a final decision meeting.
Confirmation letter for redundancy acceptance alternative role – 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.
Confirmation of redundancy letter  – this letter can be used if a decision has been taken to confirm the redundancies of a post/s.
No longer at Risk Letter – 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.
Invite to Redundancy Appeal Hearing – 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.
Redundancy Dismissal Appeal Outcome – 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 experience consultant 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 then 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.

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