Letter Giving Employee Notice
Notice that Employee is at Risk of Redundancy
This document can be used as a template for the investigator / HR department to inform the employee that they are at risk of redundancy. It sets out the details of the reasons why the employees are put on redundancy and what is next for them.
How to Tailor the Document for Your Need?
01
Create Document
Click "Create Document" button and the document will be prepared with your account details automatically filled in.
02
Fill Information
Please fill in any additional information by following the step-by-step guide on the left hand side of the preview document and click the "Next" button.
03
Get Document
When you are done, click the "Get Document" button and you can download the document in Word or PDF format.
04
Review Document
Please review the document carefully and make any final modifications to ensure that the details are correct before publication / distribution.
Document Preview
Document Description
The document titled 'Letter Giving Employee Notice' is an important communication tool used by organizations to inform employees about potential redundancies. The document begins with an account holder's first and last name, job address, and the current date. It is addressed to the recipient, expressing that the letter is following a meeting held on a specific date. The purpose of the letter is to notify the employee that the organization is considering making redundancies within a specified team, department, section, or location.
The detailed introduction of the document explains that the consultation process will now commence. The consultation process serves several purposes, including discussing ways to avoid or reduce redundancies, allowing employees to make suggestions and raise questions, exploring suitable alternative employment options within the organization, agreeing on selection criteria if redundancies are necessary, and identifying the employee's needs and providing necessary support.
The document emphasizes that no decisions have been made yet, and the final decision will only be made after the consultation process concludes. The letter also specifies who the organization will consult with based on the options provided. This can be a recognized trade union or employee forum, elected employee representatives, or individual consultation with staff at risk of redundancy.
The duration of the consultation is mentioned, stating that it will last for a minimum period of time because the organization is proposing to make a specific number of employees redundant over a period of 90 days or less. The document assures the employee that they will be kept informed and involved throughout the process. It mentions that the employee will receive an invitation to an individual consultation meeting to discuss the issues outlined in the letter and any other concerns they may have.
The document concludes by acknowledging that this may be a difficult time for everyone and encourages the employee to reach out to their manager or a specific contact person for further discussion or queries.
How to use this document?
1. Start the letter by entering the account holder's first and last name, job address, and the current date.
2. Address the recipient by using 'dear sir/madam'.
3. Explain that the letter is following a meeting held on a specific date.
4. Clearly state that the organization is considering making redundancies within a specified team, department, section, or location.
5. Begin the detailed introduction by explaining the purpose of the consultation process.
6. Highlight the various objectives of the consultation process, such as discussing ways to avoid or reduce redundancies, allowing employees to make suggestions and raise questions, exploring suitable alternative employment options, agreeing on selection criteria, and providing necessary support.
7. Emphasize that no decisions have been made yet and that the final decision will only be made after the consultation process concludes.
8. Specify who the organization will consult with based on the options provided (recognized trade union or employee forum, elected employee representatives, or individual consultation).
9. Mention the duration of the consultation, stating that it will last for a minimum period of time.
10. Assure the employee that they will be kept informed and involved throughout the process.
11. State that the employee will receive an invitation to an individual consultation meeting.
12. Conclude the letter by acknowledging the potential difficulty of the situation and encouraging the employee to reach out for further discussion or queries.
Related Documents
