Preloaded UK policy

Redundancy Policy template

Selection criteria, statutory redundancy pay, consultation obligations and suitable alternative employment.

Legal basis
  • Employment Rights Act 1996
  • Trade Union and Labour Relations (Consolidation) Act 1992
Last reviewed April 2025. Guidance, not legal advice.

What the policy covers

  1. 1. POLICY STATEMENT
    your company will manage any redundancy situation fairly, transparently and in compliance with employment law.
  2. 3. ALTERNATIVES TO REDUNDANCY
    Before making redundancies, the company will consider alternatives including:
  3. 4. COLLECTIVE CONSULTATION
    Where 20 or more redundancies are proposed at one establishment within a 90-day period:
  4. 5. INDIVIDUAL CONSULTATION
    Regardless of the number of redundancies, each employee at risk will be:
  5. 6. SELECTION CRITERIA
    Where selection is required, objective, non-discriminatory criteria will be used.
  6. 7. SUITABLE ALTERNATIVE EMPLOYMENT
    Before dismissing any employee on grounds of redundancy, the company will make reasonable efforts to identify suitable alternative employment.
  7. 8. STATUTORY REDUNDANCY PAY (SRP)
    Employees with at least two years' continuous service are entitled to SRP calculated as:
  8. 9. NOTICE
    Statutory minimum notice periods apply.
  9. 10. APPEAL
    Employees have the right to appeal the redundancy decision in writing within … of receiving notice.
  10. 11. REVIEW
    This policy will be reviewed annually and following any change in statutory redundancy pay rates.

Who needs it

Any UK employer running rotas, leave and the day-to-day of employing people. These set out the rules once so nobody argues about them twice.

Questions people ask

Is a redundancy policy a legal requirement?

It rests on Employment Rights Act 1996 and Trade Union and Labour Relations (Consolidation) Act 1992. Some policies must be written down once a business reaches a certain size or does certain work; others are simply how a tribunal, an inspector or a client's auditor expects to see that you have thought about it. A clear, dated, signed policy is the evidence either way. Guidance, not legal advice.

Can I change it to suit how we work?

Yes. Inside Work-Lynx it is a starting point: put your company name in, adjust the arrangements to what you actually do, set the review date and publish it. Staff read and acknowledge it on their phones, and you can see who has not.

Is it up to date?

Last reviewed April 2025. The pack is updated when the law moves, and every policy carries a review date so it does not quietly go stale.

How do I get it?

It is preloaded in Work-Lynx with the other 48 UK policies. Work-Lynx is £2.50 a month plus £1 per employee, 14 days free, no card, and what you see on the pricing page is the bill.

Who is it for?

Any UK employer running rotas, leave and the day-to-day of employing people. These set out the rules once so nobody argues about them twice.

All 49 UK policies, £2.50 a month

This policy and 48 others are already in Work-Lynx, alongside GPS clock-in, rotas, timesheets, leave and Employ AI for UK employment law. £2.50 base plus £1 per employee a month. 14 days free, no card, no sales call.

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