Redundancy

This letter informs an employee formally that they have been selected for redundancy, and invites them to a meeting where they may put their case before a final decision is made.

This letter informs an employee of a redundancy situation, the reason for it, that a consultation period has commenced, and that their position is one of those at risk although all alternative options will be explored.

This letter informs an employee of a collective redundancy situation, the reason for it, that a consultation period has commenced, and that their position is one of those at risk although all alternative options will be explored.

This letter informs an employee of the decision made by the company regarding their application for voluntary redundancy.

This letter informs employees who had previously been told that they were at risk of being made redundant that their position is now safe.

This letter informs employees that the deadline for voluntary redundancy applications has passed, and that any employees who have applied will hear soon whether their application has been accepted.

This letter confirms the counter proposals raised by an employee at risk of redundancy at a consultation meeting, and invites them to a second consultation meeting to give the company’s response.

This letter invites an employee to a meeting to discuss their application for voluntary redundancy and confirms that they have a right to be represented at the meeting by a work colleague or trade union official.

This letter informs an employee that their position is at risk of redundancy, and invites them to an individual consultation meeting to discuss the situation.

This letter informs an employee selected for redundancy that there is a suitable alternative role for them, giving details of it, and the consequences of their accepting or refusing this offer.

This letter reminds an employee selected for redundancy about an offer of alternative employment to which they have not responded, giving a final deadline for their answer.

This letter confirms the trial period and start date of an alternative position accepted by an employee who was previously selected for redundancy.

This letter confirms the dismissal of an employee who has applied for voluntary redundancy, the terms of the redundancy agreement, final day of employment and redundancy pay.

This letter informs the appropriate representatives that compulsory redundancies are no longer necessary, and there have been sufficient applications accepted for voluntary redundancy.

This letter informs an employee previously told their position was at risk of redundancy that no compulsory redundancies will now be necessary, owing to sufficient applications for voluntary redundancy.

This letter informs employees that redundancies will be necessary, and invites applications for voluntary redundancy to try to avoid compulsory redundancies.

This letter informs the wider workforce of a redundancy situation, giving the reason for it, but says that the recipient or their department should not be affected.

This letter informs an employee previously told their position was not at risk of redundancy that no compulsory redundancies will now be necessary, owing to sufficient applications for voluntary redundancy.

This letter invites union or employee representatives in a collective consultation on proposed redundancies to an initial meeting, referring to and giving any necessary information.

This letter informs the Minister that collective redundancies are proposed, as required under the Protection of Employment Acts 1977-2014.

This letter confirms that an employee has been made redundant and sets out the statutory payments that they are entitled to.

This policy explains the circumstances under which employees may apply for voluntary redundancy, how such applications should be made and how they will be considered.

This policy lays out how the organisation will manage impending employee redundancies. The policy covers alternatives to redundancy, voluntary redundancy, consultation and information, selection, alternative work, time off to look for work or undergo training, support, statutory redundancy payments, and notice and termination of employment.

This policy can be used to outline all possible alternatives the company will consider, listing several options. It also outlines that a consultation procedure may need to be followed to implement these changes.

This policy outlines to staff how staff will be selected, clearly describing the process that will be followed.

This record gives a checklist of areas to discuss when conducting an individual redundancy consultation.

This matrix can be used to score staff who are being considered for redundancy, covering areas such as performance, skills and a disciplinary.

This form allows an employee to confirm they are willing to volunteer themselves.