When to Draft Redundancy Letter

Once a redundancy notice has expired and no tangible results have been realized, the company might forward a redundancy letter to the affected employees. Employees are entitled to their rights and when there is an eminent redundancy exercise, it is the duty of the employer to make sure that they are served with a notice to that effect.

The employer should draft redundancy letter with details of the name of the recipient, the recipients address, the recipient second address and the respective post code. The draft should indicate clearly the relevant dates as to the start of redundancy with the subject clearly stated. The date of the draft should be clear to alert and prepare the employee on his part to prepare his draft redundancy letter in reply to the letter by the employer.

The draft by the employer should be clear and relevant as to the subject matter and in reference to how the decision to make the employee redundant and any other option possible or open to the employee in the prevailing circumstances.

The details in the draft redundancy letter should comply with the contractual agreement between the employer and the employee and any rights that it’s the duty of the employer to uphold in the course of the redundancy exercise. The draft should likewise direct the way forward for claims that are within his right in the course of the redundancy process. It is advisable to keep a copy of the draft for future reference and incase the employer fails to honor payment of redundancy benefits as earlier agreed and in accordance with the rights to calculate my redundancy.

On the other hand, the management might propose voluntary redundancy as one way to make the redundancy exercise become transparent and fair. In the above case after consulting with employee’s representatives the employer will draft redundancy letter with the details of the recipients name, recipient address, recipient second address and the relevant post code. The date of the letter and the subject of the letter will follow as to the details of the redundancy offer. When it is a matter of voluntary redundancy, the draft will be addressed as per agreement arrived through the consultation period and to the departments that the employer wishes to carry out the redundancy exercise.

The employer is obliged to offer better and appealing redundancy benefits in the form of payment or any other alternatives that are pleasing to employees. When the package is appealing and proper consultation done, the exercise to make employees redundant encounters less hitches and takes less time. In voluntary redundancy, the employee might not be obliged to accept the offer though this has not always been the case when consultation has been thoroughly done to get the candidates for the exercise.

This relates to the payment of statutory redundancy payment and any other package the employer might present to volunteers. In the case of voluntary redundancy it’s a give and take exercise and has been found to work especially when the number to be made redundant is small. In any case voluntary redundancy is cordial and in line with the rights of employees as far as redundancy and labor laws are concerned.

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