Redundancy letter template: the letter, and the process that must come first

Sources last checked: 26 July 2026 — every legal claim on this page links to gov.uk or Acas.

A redundancy letter is the written notice that ends someone's employment because the role itself is disappearing — sent only after consultation has finished. The letter is the easy part. A redundancy is a dismissal, and what makes it fair — or lands you in a tribunal — is the process before the letter. Even with one employee, that means:

A genuine redundancy situation — the role is disappearing or the need for it is reducing; you're not just replacing the person. Source: gov.uk — redundancies.
Warning and consultation — tell the employee the role is at risk, meet, and genuinely consider alternatives before deciding. Source: Acas — redundancy.
Statutory notice — at least one week after a month's service, then one week per full year of service (up to 12), unless the contract gives more. Source: gov.uk — redundancy: notice periods.
Statutory redundancy pay for two-plus years' service — 0.5, 1 or 1.5 weeks' pay per year depending on age, subject to caps that change each April. Don't do the maths by hand: use the official gov.uk calculator. Source: gov.uk — redundancy pay.
Accrued holiday paid up to the leaving date, and an appeal route offered — good practice per Acas even where not strictly required. Source: Acas — redundancy.

One distinction before you write anything: if the person is struggling but the role still exists, that isn't a redundancy — during probation, deal with it through documented check-ins using our probation review template instead.

The template: notice of redundancy letter

Guidance: send this only AFTER consultation has finished. Everything in {braces} is yours to fill in. Delete the square-bracketed options that don't apply.

{Your name and address}
{Date}

Dear {employee name},

Notice of redundancy

Further to our consultation meetings on {dates of meetings}, I am writing to confirm that your role of {job title} is redundant and your employment will end by reason of redundancy.

The reason is {plain-English reason — e.g. "the family no longer requires childcare following a change in circumstances" / "the business is ceasing the work your role supports"}. During consultation we discussed {alternatives considered — e.g. reduced hours, alternative duties}, but no suitable alternative was available.

Your notice period is {number} weeks, running from {date} to {last day of employment}, [which you will work as normal / and you will be paid in lieu of notice, as your contract allows].

You will receive:

your normal pay up to your last day [or pay in lieu of notice of £{amount}];
statutory redundancy pay of £{amount}, calculated per the government's formula ({detail: age, years of service, weekly pay}) — the calculation is enclosed;
payment for {number} days of accrued but untaken holiday.

If you wish to appeal this decision, write to {name} within {number, e.g. 5} working days of this letter setting out your grounds.

Thank you for your work as {job title}. I will provide a reference on request.

Yours sincerely,
{Your name}

Why the stakes rise on 1 October 2026 — and again on 1 January 2027

From 1 October 2026, the time limit for most employment tribunal claims doubles from three months to six — a redundancy handled badly stays actionable twice as long.
From 1 January 2027, employees can claim unfair dismissal after just six months' service (today it's two years), for dismissals taking effect on or after that date — and redundancy is a dismissal. The consultation steps above stop being "good practice" and become your defence.

Source for both dates: government's ERA 2025 implementation roadmap, as revised 16 July 2026 — all dates tracked with sources on our Employment Rights Act 2025 timeline.

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