Redundancy letter templates: consultation, outcome and outplacement offer

By Stefan Savva, Founder · Checked against the Fair Work Ombudsman and the Fair Work Commission on 28 October 2026 · 7 min read

A redundancy usually needs three letters: one that starts consultation, one that confirms the outcome and gives written notice, and, if you are paying for support, one that explains the outplacement offer. The outcome letter is the one the law requires: notice of termination must be given in writing and must state the day employment ends, and it should also set out the notice, the redundancy pay and the final pay.

The templates below are plain text you can paste into your own letterhead. Replace everything in square brackets. They are general information, not legal advice, and the Fair Work Ombudsman publishes its own redundancy letter template if you want a second model to compare against.

Before you write anything

Letters come after decisions, not instead of them. Before the first letter goes out you should know the business reason the job is no longer needed, which award or agreement covers the person, and what its consultation clause asks of you. Our guide to redundancy consultation covers that clause in detail.

Two rules apply to every letter:

Hand it over in person. Give the letter in a private meeting, explain it, and answer questions. The Fair Work Ombudsman's fact sheet allows notice to be given in person, left at or posted to the person's last known address, or sent by email or text if the person agrees.
Keep a copy. If the redundancy is ever challenged, your letters and meeting notes are how you show what happened and when.

Letter 1: Starting consultation

Send this after you have made a definite decision to make a change, and before you decide who is affected. It invites the person to a meeting and gives them the information they need to take part. It does not tell them their job is gone.

[Date]

Private and confidential

[Employee name]
[Address]

Dear [Employee name],

Proposed changes to [team or function]

[Business name] has decided to make changes to [team or function]
because [business reason in one or two plain sentences, such as a
new system, lower demand or a site closing].

These changes may affect your role as [job title]. No decision has
been made about any individual role, and we want to hear from you
before one is.

We would like to meet with you on [date] at [time] at [place or
video link]. You are welcome to bring a support person. At the
meeting we will explain the proposed changes, the effects we expect,
and the steps we are considering to reduce those effects, including
other roles in the business.

Attached is a written summary of the proposed changes, the expected
effects on staff and the measures we are considering.

If you have questions before the meeting, please contact [name] on
[phone or email].

Yours sincerely,

[Name]
[Position]

Attach the written information your award's consultation clause asks for. Most clauses ask for the nature of the change, its expected effects and the measures you are taking to reduce them.

Letter 2: The outcome and notice of termination

Send this only after consultation has finished and you have looked for other work for the person, in your business and in any related company. This is the letter that gives written notice. Pick the notice wording that fits: working the notice period, or pay in lieu of notice.

[Date]

Private and confidential

[Employee name]
[Address]

Dear [Employee name],

Termination of employment because of redundancy

Thank you for taking part in the consultation about the changes to
[team or function]. As we discussed on [date], [Business name] no
longer requires your role of [job title] to be performed by anyone,
because [business reason]. This decision is about the role, not
your performance.

We looked for other roles you could do in [Business name] and
[any related business], including [roles considered]. [Explain why
each did not suit, or that none was available.]

Your employment will end because of redundancy.

Notice: you are entitled to [number] weeks' notice. [Choose one:]
[You will work your notice period, and your last day will be [date].]
[We will pay you [number] weeks' pay in lieu of notice, and your
employment ends on [date].]

Redundancy pay: you have [years] years of continuous service, so
you are entitled to [number] weeks' redundancy pay of A$[amount]
under [the National Employment Standards / your award / agreement /
contract]. [Or: Redundancy pay does not apply because [reason].]

Your final pay will also include:
- wages up to your last day
- unused annual leave, and leave loading where it applies
- [long service leave, where it applies]

[Optional: We have arranged help for you to find your next role.
[Provider] will contact you on [date], and the details are in the
enclosed letter. Using it is your choice.]

Redundancy and leave payments can affect when income support
starts, so if you plan to apply, contact Centrelink first. If you
have questions about your entitlements, you can contact the Fair
Work Ombudsman on 13 13 94. We are happy to provide a reference
on request.

Thank you for your work with [Business name].

Yours sincerely,

[Name]
[Position]

Check every figure against the Fair Work Ombudsman's notice and redundancy pay fact sheet and the award or agreement. Where the award, agreement or contract gives more, the higher amount applies. Our guide to redundancy notice and pay in lieu of notice sets the minimums out in tables.

Letter 3: The outplacement offer

If you are paying for support, put it in its own letter. It is easier to read on a hard day, and it can go to the person before their last day so they start using it while they still have a routine.

[Date]

[Employee name]

Dear [Employee name],

Support with your next role

As part of your redundancy, [Business name] has arranged for you
to have [describe the support, such as twelve weeks of help with
your next role, including a resume written for the roles you are
applying for and reviews by a career coach].

The support is paid for by [Business name]. It costs you nothing,
and what you do with it stays between you and the provider: we will
not see your applications or the jobs you apply for.

To start, [how to activate, such as watch for an email from
[provider] on [date]]. The support runs until [date], so we
encourage you to start before your last day.

Using it is your choice and does not change any of your
entitlements.

Yours sincerely,

[Name]
[Position]

Say what the person gets in plain terms, say who can see what, and say when it ends. People use support more when they know their employer cannot read their applications.

Mistakes that cause trouble later

The outcome in the first letter. A consultation letter that says the role "will be made redundant" tells the reader the decision is already made, which undercuts the consultation.
No business reason. The outcome letter should say why the job is no longer needed. A vague reason invites the question of whether the redundancy was genuine. See genuine redundancy: the three tests.
Wrong amounts. Pay in lieu of notice is at the full rate of pay, including loadings, allowances and penalty rates the person would have earned. Redundancy pay is at the base rate for ordinary hours. Mixing the two up is the most common error.
Promising what you cannot keep. Do not promise a reference you will not give, or support you have not arranged.

Common questions

Does a redundancy letter have to be in writing?

Notice of termination must be in writing under the National Employment Standards. The letter can be handed over, left at or posted to the person's last known address, or emailed or texted if the person agrees.

What should a redundancy outcome letter include?

A redundancy outcome letter should state the business reason, the roles you considered for redeployment, the notice period or pay in lieu, the last day, the redundancy pay and its basis, and what the final pay includes.

When should the consultation letter be sent?

The consultation letter should be sent after the business has made a definite decision to make major changes, and before any decision is made about which individual roles are affected.

Can an outplacement offer go in the outcome letter?

An outplacement offer can be a short paragraph in the outcome letter, but a separate letter is easier to read and can reach the person before their last day, so they start using the support sooner.