Official form guide
Form Termination of employment letter template redundancy: Termination of employment letter template redundancy
This is a template letter for employers to use when terminating an employee's employment due to redundancy. It provides a structured format to communicate the termination details to the employee in accordance with Australian workplace laws.
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Form Overview
Fair Work Ombudsman Form Termination of employment letter template redundancy - Termination of employment letter template redundancy
This is a template letter for employers to use when terminating an employee's employment due to redundancy. It provides a structured format to communicate the termination details to the employee in accordance with Australian workplace laws.
Risk Radar
Scan points- 1Always calculate redundancy payments correctly according to the relevant modern award or enterprise agreement.
- 2Incorrect calculation of redundancy entitlements
- 3Failure to provide proper notice period
- 4Missing required information about final payments
- 5Not following proper consultation process
Plain English
This letter template helps employers properly notify employees about their job ending due to redundancy. It ensures all necessary information is included when letting someone go because their position is no longer needed.
Submission Date
- Filing date: Use this template when you have made the decision to terminate an employee's position due to redundancy, before providing the termination letter to the employee.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- Use when terminating due to genuine redundancy (position no longer required)
- Not for performance-based dismissals
- Not for misconduct-related terminations
- Use when following proper consultation processes
- Required when providing notice of termination to employees
Form selector
Use this form or another form?
Performance-based dismissal
Different legal requirements and processes
✓ Check if the termination reason is performance-related
Misconduct termination
Different procedures and potential rights
✓ Verify the grounds for termination are misconduct-related
General termination (non-redundancy)
Different requirements for redundancy payments
✓ Confirm redundancy is the genuine reason
Casual employment termination
Different notice and entitlement requirements
✓ Check if the employee is genuinely casual
Deadline or filing window
There is no submission deadline for this template as it's for your records and to provide to the employee. However, it must be provided to the employee according to the notice period requirements in the relevant award or agreement.
Before you submit
- 1All employee personal details are correct
- 2Position and employment dates are accurate
- 3Redundancy reason is clearly stated
- 4Notice period meets minimum requirements
- 5Final payment calculations are correct
- 6Employee rights and entitlements are clearly explained
How to file this form
- 1Download the latest template from the Fair Work Ombudsman website
- 2Fill in all required sections with accurate employee and position details
- 3Calculate redundancy entitlements according to the relevant award
- 4Review the completed letter for accuracy and completeness
- 5Provide the letter to the employee in writing
- 6Keep a copy for your records
Known limitations
- 1This is a template only and may not cover all specific situations
- 2Does not replace legal advice for complex cases
- 3Must be adapted to the specific circumstances of each redundancy
- 4Does not automatically ensure compliance with all workplace laws
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
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Fillable formOpen in Editor->This template is regularly updated by the Fair Work Ombudsman to reflect current workplace legislation and best practices.
What changed or needs a fresh check
- Check for updates to redundancy calculation methods
- Verify notice period requirements have not changed
- Confirm consultation process requirements are current
- Ensure reference to modern awards is up-to-date
Quick Facts
Sources
- SRCTemplate issued by Fair Work Ombudsman
- SRCDesigned for redundancy terminations only
- SRCNot a form to be submitted to government
- SRCBased on Australian workplace legislation
- SRCNot confirmed in official source: specific calculation methods
- SRCNot confirmed in official source: recent updates to the template
Common confusion points
Confusing redundancy with dismissal for performance or misconduct
Incorrect calculation of redundancy entitlements
Not understanding consultation requirements
Uncertainty about notice periods
Mixing up redundancy with general termination procedures
Not knowing which award or agreement applies
Source transparency
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