[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-278037-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-278037-en":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","at-risk-of-redundancy-letter-from-an-employer-in-the-uk-february-25-template","At Risk of Redundancy Letter from an Employer in the UK - February 25 Template","","Sample at risk of redundancy letter from a UK employer, designed to be completed with the employee’s details and the specific circumstances. Communicates potential redundancy numbers, affected team or location, and the reasons for the proposal. Sets out consultation next steps, including avoidance/reduction options, alternative employment discussion, and selection criteria. Explains that no final decisions will be made until the consultation ends, the minimum consultation period, and how the employee will be kept informed, followed by employer signature and legal disclaimer terms.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/at-risk-of-redundancy-letter-from-an-employer-in-the-uk-february-25-template/278037/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/at-risk-of-redundancy-letter-from-an-employer-in-the-uk-february-25-template/278037.png","ImageObject",442,249,{"name":42,"@type":43},"\tJames","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-26","2026-09-15",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",7,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What information should be filled in before sending this letter?","Question",{"text":63,"@type":64},"Enter the employee’s name, the proposed number of redundancies, the affected team/department/location, and the reason for the proposed redundancies, plus the employer’s details for the signature block.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What happens after the employer issues this at-risk redundancy letter?",{"text":68,"@type":64},"The organisation begins the consultation process immediately, aiming to discuss avoiding or reducing redundancies, invite suggestions and questions, and cover alternative employment and selection criteria if needed.",{"name":70,"@type":61,"acceptedAnswer":71},"Does the employer make final decisions during the consultation period?",{"text":72,"@type":64},"No. The letter states that no decisions have been made and final decisions will only be made after the consultation period ends.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},278037,1790383745,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,114,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},17,"Forms",40,"forms",{"id":115,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":116,"slug":117},18,30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":115,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":22,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":140,"read_time":4},2336474466412,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","At Risk of Redundancy Letter from an Employer in the UK   \nThis is a sample at risk of redundancy letter from an employer, please fill out with your own details and circumstances regarding the employee’s contract and your policies and procedures.  \nDear [insert name of employee],   \nFollowing our meeting, the organisation may need to make redundancies   \nWe are considering making \u003CNo. > employees redundant. Specifically, we are considering the \u003CTeam/Department/ Location> for redundancies. This is due to \u003CInsert reason for proposed redundancies> . Unfortunately, your role isone of those we are considering making redundant.    \nNext steps   \nThe organisation will begin the consultation process immediately. The purpose of this process is to:  \n• Discuss ways of avoiding or reducing the number of redundancies  \n• Provide you with the opportunity to make suggestions and raise questions  \n• Discuss the prospect of alternative employment within the organisation  \n• Agree criteria for selecting staff if redundancies are deemed necessary  \n• Identify what your needs are during the process  \n• Provide you with all the necessary support, information or assistance required  \nAt this time, we would like to make clear that no decisions have been made. Final decisions will not be made until after the consultation period has come to an end.  \nWho will we consult with?  \nWe will consult with you individually. Our next letter will invite you to a meeting. During this meeting we will  \ndiscuss ways of avoiding or reducing the need for redundancies. We’ll also discuss the criteria on which any selection for redundancy would be based and provide you with information on any alternative employment. All suggestions will be considered.  \nHow long will the consultation last?  \nThe consultation will last for a minimum period of [30/45] days. This is due to the fact that we are considering making [20 or more/100 or more] employees redundant over a period of 90 days or less.  \nYou will be kept informed and involved throughout the proceedings. You will be given the chance to outline and concerns you may have during the consultation process.  \nWe appreciate that this is likely to be a difficult time for everyone. If you have any immediate concerns, or feel you need further support, please discuss this with your manager.  \nYours sincerely  \n[name of employer]  \nDisclaimer: This template is provided ‘as is’and Croner Group Ltd excludes all representations, warranties, obligations and liabilities in relation to the template to the maximum extent permitted by law.  \nCroner Group Ltd is not liable for any errors or omissions in the template and shall not be liable for any loss, injury or damage of any kind caused by its use. Use of the template is entirely at the risk of the User and should you wish to do so then independent legal advice should be sought before use.  \nUse of the template will be deemed to constitute acceptance of the above terms.  \nSpeak to an expert  \nWe’re here to support you  \nQuote: 35810","cbCaihPHCtJVUvik","https://ap.wps.com/l/cbCaihPHCtJVUvik","pdf",183380,"English","# Next steps\n# Who will we consult with?\n# How long will the consultation last?\n# Declaration and disclaimer","[{\"question\":\"What information should be filled in before sending this letter?\",\"answer\":\"Enter the employee’s name, the proposed number of redundancies, the affected team/department/location, and the reason for the proposed redundancies, plus the employer’s details for the signature block.\"},{\"question\":\"What happens after the employer issues this at-risk redundancy letter?\",\"answer\":\"The organisation begins the consultation process immediately, aiming to discuss avoiding or reducing redundancies, invite suggestions and questions, and cover alternative employment and selection criteria if needed.\"},{\"question\":\"Does the employer make final decisions during the consultation period?\",\"answer\":\"No. The letter states that no decisions have been made and final decisions will only be made after the consultation period ends.\"}]","At Risk of Redundancy Letter from an Employer in the UK - February 25 Template | PDF",1789506490]