Risk of Redundancy Notice Free Template.

Is your organisation on the list of businesses being affected by the spread of COVID-19?

If you find yourself in the position that you need to let staff know there is potential of an impending redundancy, this template, written and approved by Employment Law experts and is fully customisable to your businesses situation.

Download this free Risk of Redundancy Notice Template Now. 

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To download your Risk of Redundancy Notification Template, simply enter a few details:

What is an At Risk of Redundancy Notification?

Those at risk of redundancy must be informed in writing and consulted by the employer as soon as possible. Crucial to the consultation process is discussing with the employee why the redundancy is necessary and exploring ways to avoid it. This template will help facilitate those conversations.

First Steps in the Redundancy Process

The first step in the redundancy consultation process is to announce any operational changes. These can be made verbally, or in writing – like with an ‘At Risk of Redundancy’ Notification. You should inform your staff that you will be meeting with them individually to discuss the situation. This announcement should address:

Avoiding Unfair Dismissal Claims

In addition to having a real reason for the redundancy, employers must ensure the redundancy is “genuine“. This is relevant to employees who may be able to bring an unfair dismissal claim under the FW Act. A redundancy will be genuine if:

  1. The employer has complied with consultation obligations; and
  2. The employer has explored reasonable re-deployment opportunities for the employee.

Where you are considering making a role redundant and the employee that performs the role is covered by a modern award or enterprise agreement, you must comply with any obligations under those instruments to consult about the redundancy. If the employee is not covered by a modern award or enterprise agreement, you are not required to consult with the employee in relation to the redundancy.

 

Consulting with employees about major workplace changes

All awards and registered agreements have a consultation process for when there are major changes to the workplace, such as redundancies.

The consultation process sets out the things the employer needs to do when they decide to make changes to the business that are likely to result in redundancies. This has to be done as soon as possible after the decision has been made to make these changes.

Consultation requirements include:

  • notifying the employees who may be affected by the proposed changes
  • providing the employees with information about these changes and their expected effects
  • discussing steps taken to avoid and minimise negative effects on the employees
  • considering employees ideas or suggestions about the changes.
  • if you proceed, notify the employee/s that the employment will be terminated. We have a template for that too if you need. 

Who is Employment Hero?

Employment Hero is a complete HR management solution for small to medium businesses. Founded in 2014 by employment lawyer, Ben Thompson, we aim to make employment easier and more rewarding for everyone.

We empower businesses by providing automated solutions for employee management and engagement, payroll and employee benefits. Our platform reduces admin time on managing people by up to 80%, time spent on payroll by up to 60% and time spent onboarding a new hire to just minutes.

Employment Hero powers over 4,000 business and 135,000 employees. Together we want to build a better world at work.

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