# REDUNDANCY GRIEVANCE LETTER
Date: 16 April 2031
Parties: Marcus Bell and Hartwell Logistics Limited
## 1. Purpose and parties
Marcus Bell raises a formal grievance about Hartwell Logistics Limited's proposed redundancy of his Warehouse Planning Coordinator role. On 2 April he received a provisional score and a consultation invitation, but the company has not yet made a final dismissal decision.
## 2. Facts, scope and terms
Marcus says the pool is drawn only from his role even though two comparable coordinators perform substantially similar work. The matrix gives unexplained weight to attendance during a period supported by fit notes for his disabled partner's caring emergency and applies a productivity measure using incomplete system data.
## 3. Process and responsibilities
He asks Hartwell to explain the business proposal, reconsider the pool, disclose the criteria and scores, correct factual errors, and consult genuinely before any decision. He requests an accessible meeting, a companion where the procedure permits, and reasonable adjustments to account for his dyslexia.
## 4. Evidence, records and safeguards
Marcus encloses the provisional score, job descriptions, rota records, fit notes, relevant emails and a spreadsheet identifying the data discrepancy. Hartwell should preserve consultation notes and selection records, limit health information to those who need it, and avoid presenting a provisional score as a concluded outcome.
## 5. Review, escalation and outcome
The grievance should be investigated by an impartial manager under the company's procedure while consultation continues. Marcus asks for a written outcome and appeal route. Collective consultation obligations may apply if the proposal reaches the statutory threshold; this individual grievance does not replace any required consultation with representatives or notification to the Secretary of State.
## 6. Reservations and practical protections
Marcus remains willing to attend consultation and consider suitable alternative work, but does not accept that doing so waives unfair-dismissal, discrimination, redundancy-payment or appeal rights. He asks Hartwell not to dismiss before considering the grievance and relevant evidence, while recognising that the grievance itself does not guarantee a role.
## 7. England and Wales law and completion
England and Wales employment law applies. The grievance is delivered on 16 April 2031 by hand to HR and by email to grievance@hartwell.example, each a separate permitted method. Marcus signs, keeps a copy and reserves the right to seek advice from Acas or an employment adviser.