Managing staff redundancies: step by step

Step 7: Give redundancy notice

You can only give an employee notice of redundancy once you've finished consulting everyone and gone through the selection process.

You should meet with each employee who's been at risk of redundancy. It's best to do this face to face, but if this is not possible, you should talk with them on a call.

You should allow them to be accompanied at the meeting.

For those selected for redundancy, you should also put the details of their redundancy in writing. This can be by letter or email.

You should include:

  • how they scored in the selection criteria and why they received that score
  • their notice period and leaving date
  • how much redundancy pay they'll get and how you calculated it
  • any other pay due to them, for example holiday pay
  • when and how you'll pay them
  • how they can appeal the redundancy decision

Employees may want to know how others have been scored. You should not share other employees' scores. You could show how everyone scored overall, as long as you can keep it anonymous.

Download redundancy letter templates

How much notice you should give

By law (Employment Rights Act 1996), there are 'statutory notice periods'. These are the minimum amounts of notice you must give. Some contracts might have longer notice periods, but you cannot give less than the legal minimum.

Find out more about notice periods

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