Employer pack · £19, or included in the Business plan

Small employer redundancy pack

Selection matrix, at-risk and consultation meeting letters, outcome and appeal letters, and meeting note templates, filled in from your answers.

For employers proposing fewer than 20 redundancies at one establishment within 90 days, where you consult each person individually. It takes you from the at-risk letter to the appeal outcome, with notice and statutory redundancy pay worked out for each person. If you're proposing 20 or more, use the free collective consultation pack first.

Your organisation

Organisation nameAddressShown at the top of each letter. One line per row.Who signs the lettersTheir job titleHR contact nameThe person staff can contact with questions. They'll also take notes at meetings.HR contact email

The proposal

Why redundancies are being proposedIn plain English, as you'd explain it to the people affected. This goes into the at-risk letters.Role or roles affectedWho is in the selection poolUsually everyone doing the same or similar work. Write it so it reads after 'The selection pool is', for example 'all six warehouse operatives on the night shift'.Number of posts to go

Selection

Selection criteriaEach is scored 1 to 5. You set a weight for each one in the selection matrix (1 is normal, 2 counts double). Decide the weights before anyone is scored and be ready to explain them. Length of service is best used only as a tie-breaker.

Who will score (optional)Two people if you can, such as the line manager and another manager.

Dates

Consultation start dateThe date of the at-risk letters.First consultation meetingsGive people a few days' notice.Second consultation meetings (optional)Leave blank and we'll use a week after the first. The outcome letters are dated 3 days after this meeting.Where meetings will be heldProposed leaving dateIf someone's notice runs past this date and you can't pay in lieu, their leaving date moves to the end of their notice.

The people at risk

Everyone in the selection poolAdd everyone in the pool, not just the number of posts going. Date of birth and weekly pay let us work out statutory redundancy pay in each outcome letter. Weekly pay is gross: for a salary, divide the yearly figure by 52; if pay varies, use the average of the last 12 weeks.

Person 1

Full nameJob titleHome address (optional)Date of birth (optional)Start dateWeekly pay (optional)

Notice and pay

Can notice be paid in lieu?Only if your contracts allow it, or the employee agrees.

Contractual notice in weeks, if more than the legal minimum (optional)Leave blank to use statutory notice. One month is about 4.3 weeks.Enhanced redundancy terms (optional)Anything you pay above statutory redundancy pay, written as a sentence, for example 'double statutory redundancy pay, with the weekly cap removed.'

Appeal

Who hears appealsSomeone not involved in the original decision.Their job titleDays to appeal7 days is usual.

What you get

Process timeline and checklistEach step dated from your answers, a summary of notice and redundancy pay for each person, and the legal points to check before you decide.
Letters for each personAt-risk letter and first meeting invitation, second meeting invitation with provisional scores, outcome letter with notice and redundancy pay worked out, no longer at risk letter, appeal invitation, and appeal outcome letters (upheld and not upheld).
Meeting note templatesFor the first and second consultation meetings and the appeal hearing, with prompts so nothing is missed.
Selection matrix (Excel)One row per person, a column for each criterion, weights and a weighted total, plus a scoring guide describing 1 to 5 for each criterion and the evidence to use.

Still to answer: Organisation name, Address, Who signs the letters, Their job title, HR contact name, HR contact email….

Everything you type stays on this device. The files are made here and never sent to us. A starting point to check and adapt, not legal advice. All packs are included in the Business plan.