This Letter Advising Employees of the Outcome of their Application For Voluntary Redundancy should be used after the employer has had an opportunity to consider applications for voluntary redundancy.
The letter offers two alternative paragraphs depending on whether or not the application has been accepted.
Where the application has been accepted, the letter goes on to invite the employee to a further meeting to finalise the voluntary redundancy package. In respect of rejected applications, the letter reminds employees that the employer reserved the right to refuse applications.
There is no legal requirement for employers to offer voluntary redundancy but it is good practice to do so.
Employers are able to reject applications for voluntary redundancy in order to retain a balanced and skilled workforce. However, in deciding which applications for voluntary redundancy should be accepted, employers must be careful that their decisions are neutral in respect of such matters as sex, sexual orientation, pregnancy and maternity, marriage and civil partnership, gender reassignment, race, disability, religion or belief and age.
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