What is the purpose of sending a response to redundancy consultation?

The letter is used during the redundancy consultation period to formally propose alternatives to redundancy, challenge selection criteria, and reserve legal rights. It creates a written record of your participation in the meaningful consultation process. It is not a substitute for specialist legal advice if you believe your selection was unfair or discriminatory.

How long must an employer consult before making collective redundancies?

For collective redundancies involving 20 or more employees within 90 days, the employer must consult for a minimum of 30 days. If 100 or more employees are made redundant, the minimum consultation period is 45 days. This requirement is set out in the Trade Union and Labour Relations (Consolidation) Act 1992 and the Employment Rights Act 1996.

What are the risks of not responding during redundancy consultation?

Passive acceptance by failing to respond during consultation can weaken any later unfair dismissal claim. You should request selection criteria in writing, challenge subjective or discriminatory criteria, propose suitable alternative employment, and keep a written record of all meetings. If you believe your dismissal was without proper consultation, you may have an unfair dismissal claim and should consult a solicitor or ACAS.

What can I include in my response to challenge the redundancy decision?

The letter allows you to request written confirmation of the selection pool, criteria, and your individual scores. You can challenge criteria that appear subjective or not objectively justified. You should also propose alternatives such as short-time working, voluntary redundancy, reduced hours, or redeployment, and request consideration for suitable alternative employment within the organisation.

← All Templates

Employment

Employment Law

Updated 2026-05-16

Response to Redundancy Consultation

Formal response by an employee during individual or collective redundancy consultation, proposing alternatives to redundancy and reserving legal rights.

This template was not drafted by a solicitor.

It is an editorial reference based on the official sources we cite. You are responsible for any document you send. For high-stakes matters (court proceedings, large sums, deportation, criminal allegations, child welfare), have a regulated solicitor review or draft your document.

When to use this template

Use this letter during the consultation period of a redundancy process to formally put forward your case for being retained, propose alternatives to your redundancy, and challenge the selection criteria or process. For collective redundancies (20 or more employees within 90 days), the employer must consult for a minimum of 30 days (100+ redundancies: 45 days). Your response is part of the meaningful consultation process and creates a written record.

When NOT to use this template

Do not use this letter as a substitute for taking specialist employment law advice if you believe your selection for redundancy was unfair or discriminatory. If you have been dismissed without proper consultation, you may have an unfair dismissal claim — consult a solicitor or ACAS. This template does not apply where you are the only employee affected and there is no formal process.

Legal Basis

Employment Rights Act 1996, s.188 (duty to consult for collective redundancies as amended by TULRCA 1992); Trade Union and Labour Relations (Consolidation) Act 1992, ss.188–192; Employment Rights Act 1996, ss.94 and 98 (unfair dismissal). Failure to consult may give rise to a protective award of up to 90 days' pay per affected employee.

Before you send

Failing to respond at all during consultation — passive acceptance weakens any later unfair dismissal claim
Not requesting the selection criteria in writing and challenging any criteria that appear subjective or discriminatory
Missing the opportunity to propose suitable alternative employment within the organisation

Common Mistakes to Avoid

✗Failing to respond at all during consultation — passive acceptance weakens any later unfair dismissal claim
✗Not requesting the selection criteria in writing and challenging any criteria that appear subjective or discriminatory
✗Missing the opportunity to propose suitable alternative employment within the organisation
✗Not keeping a written record of all consultation meetings and responses

Build Your Letter

Fill in your details

Complete the fields below. Required fields are marked with *.

Your full name*

Your job title*

Date of letter*

Recipient's name (HR / line manager)*

Employer name*

Employer address*

Date you were notified you were at risk of redundancy*

Challenge to selection pool or criteria*

Alternatives to redundancy you are proposing*

Optional fields

Your department

Challenge to the business case for redundancy (if any)

Alternative roles you would consider

Letter preview

[YOUR FULL NAME]
[YOUR JOB TITLE]
[YOUR DEPARTMENT]

[DATE OF LETTER]

[RECIPIENT'S NAME (HR / LINE MANAGER)]
[EMPLOYER NAME]
[EMPLOYER ADDRESS]

---

Dear [RECIPIENT'S NAME (HR / LINE MANAGER)],

**RESPONSE TO REDUNDANCY CONSULTATION**

I write in response to the notice of proposed redundancy given to me on [DATE YOU WERE NOTIFIED YOU WERE AT RISK OF REDUNDANCY] and in connection with the consultation process currently underway. I am making this written submission as part of the genuine consultation process.

**Challenging the Business Case**

[CHALLENGE TO THE BUSINESS CASE FOR REDUNDANCY (IF ANY)]

**Selection Pool and Criteria**

I request written confirmation of: (a) the selection pool; (b) the selection criteria used; and (c) my individual scores against each criterion. I am not satisfied that the selection criteria are objectively justified for the following reasons:

[CHALLENGE TO SELECTION POOL OR CRITERIA]

**Alternatives to Redundancy**

I propose the following alternatives to my redundancy, which I ask the Company to genuinely consider:

[ALTERNATIVES TO REDUNDANCY YOU ARE PROPOSING]

**Suitable Alternative Employment**

I wish to be considered for any suitable alternative employment within the organisation. I am willing to consider roles at the same or a lower level, including: [ALTERNATIVE ROLES YOU WOULD CONSIDER].

**Reservation of Rights**

I wish to be clear that my participation in this consultation process does not constitute acceptance that my redundancy is genuine, fair, or necessary. I reserve all rights I may have, including claims for unfair dismissal, unlawful deduction from wages, and redundancy payment.

I request a further individual consultation meeting within 7 days to discuss my proposals above.

Yours sincerely,

[YOUR FULL NAME]

Unfilled fields appear as [FIELD NAME]. Review the letter carefully before sending. This template is a starting point — adapt it to your specific circumstances.

Related Guides

Official Resources

ACAS — Redundancy →GOV.UK — Redundancy: your rights →

Frequently asked questions

What is the purpose of sending a response to redundancy consultation?: The letter is used during the redundancy consultation period to formally propose alternatives to redundancy, challenge selection criteria, and reserve legal rights. It creates a written record of your participation in the meaningful consultation process. It is not a substitute for specialist legal advice if you believe your selection was unfair or discriminatory.
How long must an employer consult before making collective redundancies?: For collective redundancies involving 20 or more employees within 90 days, the employer must consult for a minimum of 30 days. If 100 or more employees are made redundant, the minimum consultation period is 45 days. This requirement is set out in the Trade Union and Labour Relations (Consolidation) Act 1992 and the Employment Rights Act 1996.
What are the risks of not responding during redundancy consultation?: Passive acceptance by failing to respond during consultation can weaken any later unfair dismissal claim. You should request selection criteria in writing, challenge subjective or discriminatory criteria, propose suitable alternative employment, and keep a written record of all meetings. If you believe your dismissal was without proper consultation, you may have an unfair dismissal claim and should consult a solicitor or ACAS.
What can I include in my response to challenge the redundancy decision?: The letter allows you to request written confirmation of the selection pool, criteria, and your individual scores. You can challenge criteria that appear subjective or not objectively justified. You should also propose alternatives such as short-time working, voluntary redundancy, reduced hours, or redeployment, and request consideration for suitable alternative employment within the organisation.
What legal consequences can an employer face for failing to consult?: If an employer fails to consult properly for collective redundancies, they may face a protective award of up to 90 days' pay per affected employee. Additionally, if you are dismissed without proper consultation, you may have a claim for unfair dismissal under the Employment Rights Act 1996. Participation in consultation does not constitute acceptance that the redundancy is genuine or fair.