Give employees notice of redundancy
You can only give an employee notice of redundancy once you've finished consulting everyone and the minimum period of 30 or 45 days has passed.
It's best to tell an employee face to face that you're making them redundant. You should also let them know in writing.
You should include in the letter:
- their notice period
- leaving date
- how much redundancy pay they're due
- how you calculated the redundancy pay
- any other pay you owe them (for example holiday pay)
- when and how you'll pay them
- how they can appeal
How much notice you should give
You must give employees at least the statutory notice period. This is based on how long they've worked for you. You should also check your employment contracts – they might include a longer notice period.
If they've worked for you for:
- 1 month to 2 years – the minimum notice is 1 week
- 2 to 12 years – the minimum notice is 1 week for each year they've worked
- 12 years or more – the minimum notice is 12 weeks
When the notice period starts
It's a good idea to first check if your contracts say when notice periods take effect.
It might depend on how you give employees notice for redundancy.
- if you tell the employee while they're at work, their notice should start from the next day
- if you send the employee a letter or email, they must have a reasonable amount of time to read it before their notice starts
For example, if you give them notice in a letter sent by registered post, their notice period should start the day after they've received it and had time to read it.
You should make sure you know when the employee has received their notice. For example you could:
- add a read receipt, if you send it by email
- post it by delivery that has to be signed for, if you send it in a letter
You should make sure your employee understands how long their notice period is.
Employment can be terminated before the end of the notice period if the employee has agreed to take a payment in lieu of notice.