COLLECTIVE REDUNDANCY NOTICE TO EMPLOYEE REPRESENTATIVES
Important legal-advice, jurisdiction and formality warning
This fictional notice is a worked example for an employer in England and Wales. It is not legal advice, does not replace the current statutory HR1 filing or individual notices, and is not a universally valid consultation notice. Before relying on it, the employer must check the Trade Union and Labour Relations (Consolidation) Act 1992, the current collective redundancy rules, the ACAS Code, contractual terms, equality duties, immigration and pension implications, and any applicable collective agreement. Statutory consultation must be genuine and undertaken with a view to reaching agreement; this letter must not be used to predetermine an outcome. The dates, people, business and figures below are fictional. Obtain current specialist advice and observe any required formality for delivery and record keeping.
To: The elected employee representatives of the Redbridge Assembly Centre From: Rowan Vale Components Limited, company number 11840627 Registered office: 7 Copperfield Way, Coventry CV3 4QH Date: 6 October 2026 For the attention of: Imogen Hart, chair of the employee representative group
Subject: proposed reduction of roles at Redbridge Assembly Centre
Dear Ms Hart and representatives,
This notice is given because Rowan Vale Components Limited is proposing changes that may result in up to 32 redundancies at its Redbridge Assembly Centre, 19 Larchbrook Road, Coventry CV3 4RA. No final decision to dismiss has been made. The company intends to consult with you and with affected employees before deciding whether redundancies, and if so which redundancies, are necessary.
1. Business reason and establishment
The centre assembles small electric-motor housings for industrial refrigeration customers. Orders recorded in the management accounts fell from 18,400 units in the six months to 30 September 2025 to 11,900 units in the six months to 30 September 2026, a reduction of 6,500 units or 35.33 per cent. Two customers, Westmoor Cooling Group and Asterline Distribution, have moved a combined 5,200 annual units to lower-cost suppliers. The board's forecast dated 28 September 2026 shows an operating shortfall of £286,400 for the year ending 31 March 2027 if staffing remains unchanged.
The proposed response is to reduce the centre's funded production capacity from three assembly cells to two and to consolidate quality recording and stores administration. The proposal concerns this establishment only. It does not currently concern the company's separate design office in Leicester or its warehouse in Telford.
The affected population is expected to comprise 20 assembly operators, 6 quality technicians, 4 stores and dispatch coordinators, and 2 shift supervisors. There are presently 74 employees at the centre, including 10 temporary agency workers whose assignments are being reviewed separately. The proposal is therefore a maximum of 32 employees, rather than a decision that all 32 will be dismissed.
2. Alternatives considered
Before presenting this proposal, management considered a recruitment freeze, stopping overtime, reducing agency hours, a four-day working week, voluntary redundancy, redeployment to Telford, reduced production shifts and a temporary unpaid closure. Agency hours have already fallen by 640 hours per month and overtime has been stopped except for safety-critical maintenance. A four-day week would reduce annual cost by approximately £118,000, leaving an estimated £168,400 gap and would not address the duplicate supervision structure. The company is willing to consider a counter-proposal that produces a sustainable saving without dismissals.
The company will invite applications for voluntary redundancy until 20 October 2026. A voluntary application will not be automatically accepted, and no employee will be selected for compulsory redundancy merely because an application is declined.
3. Proposed selection approach
If compulsory selection is required, proposed pools are assembly operators, quality technicians, stores and dispatch coordinators, and shift supervisors. Employees in a pool would be scored against attendance record excluding disability, pregnancy and other legally protected absences, relevant skills and qualifications, disciplinary record excluding spent warnings where appropriate, performance evidence, and length of service. The provisional weighting is skills and qualifications 40 points, performance 30 points, attendance 15 points and service 15 points, for a maximum of 100 points. Evidence for each score will be shared with the affected employee and discussed individually. The company will consider reasonable adjustments and check the pool and scoring for indirect discrimination before any final decision.
No selection score has yet been awarded. Representatives may propose a different pool, criterion, weighting or tie-breaker. An employee will not be selected solely because they attended consultation meetings or exercised a statutory right.
4. Consultation and information
The first collective consultation meeting is scheduled for 13 October 2026 at 10:00 a.m. in the Redbridge training room and by secure video link. Further meetings are scheduled for 20 October, 27 October, 3 November and 10 November, with additional meetings arranged if reasonably needed. Minutes will be circulated within three working days, and representatives may submit written questions or alternatives to Imogen Hart or to me.
The company will provide the current organisation chart, anonymised headcount by role, the forecast cost comparison, the proposed selection matrix, information about vacancies at Telford and the calculation method for redundancy payments. Individual employees will receive their personal scoring information only through the individual consultation process. We will meet representatives weekly and will respond in writing to proposals within five working days where practicable.
The company proposes that collective consultation runs for at least 45 days from 13 October 2026 before any dismissal notices are issued. The current planning assumption is that any unavoidable dismissals would take effect no earlier than 30 November 2026, subject to consultation, notice periods, suitable alternatives and individual circumstances. This is a planning date, not a decision or promise.
5. Payments, support and next steps
Employees who leave through redundancy will receive salary to the termination date, accrued but untaken holiday, contractual notice or pay in lieu where lawful, and statutory redundancy pay calculated by reference to age, complete years of service and the statutory cap applicable on the termination date. Rowan Vale's enhanced payment policy would add one week's gross pay for each complete year of service, capped at £1,250 per week, if the board confirms funding at the end of consultation. The company will explain each calculation individually and will provide a written breakdown before termination.
We will arrange an independent employee assistance service, reasonable paid time to attend interviews, and a vacancy fair on 22 October 2026. Employees may be accompanied at individual consultation meetings in accordance with company policy. Questions about this notice should be sent to me at hr@rowanvale.example.test or 7 Copperfield Way, Coventry CV3 4QH.
Please bring proposed alternatives to the meeting on 13 October. The company will approach consultation with an open mind, consider each representation carefully and record reasons for any proposal not accepted.
Yours sincerely,
Priya Nandita Shah People and Operations Director For and on behalf of Rowan Vale Components Limited
Signature: ____________________ Date: 6 October 2026
Representative acknowledgement
I, Imogen Hart, chair of the elected employee representative group, acknowledge receipt of this notice on 6 October 2026. This acknowledgement records receipt only and does not indicate agreement with the proposal.
Signature: ____________________ Date: 6 October 2026