Feel free to copy and paste the below draft grievance template into Microsoft Word or into an email and amend as you wish. It’s for employment law in England and Wales.

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Subject: Formal Grievance Regarding Redundancy Process

Dear [Manager’s Name/HR Department],

I am writing to formally raise a grievance regarding the redundancy process affecting my role. I have concerns about the fairness and transparency of the process, specifically in relation to:

• The business rationale and criteria used for selecting my position for redundancy.

• The consultation process, including whether all alternatives and redeployment opportunities were properly considered.

• Any potential breaches of company policy or employment law.

I respectfully request:

• A written explanation of the reasons for my selection and details of the selection criteria used.

• Copies of any relevant company policies or procedures applied during this process.

• Information about any suitable alternative roles considered and the reasons they were not offered to me.

Please confirm receipt of this grievance and outline the next steps in your procedure. I would also appreciate details of the expected timeline for your response.

Yours sincerely,
[Your Name]

Can you raise a grievance during redundancy?

Yes, you can raise a grievance at any stage of the redundancy process—even before it is finalised. If you believe the process is unfair, discriminatory, or not in line with your employer’s policy, you have the right to formally complain. Raising a grievance can pause the process while your concerns are investigated, and it creates a clear record of your objections. This is especially important if you later wish to challenge the redundancy at an employment tribunal in England or Wales.

What is the 70/30 rule in redundancy?

The “70/30 rule” is not a legal requirement but is sometimes used by employers as a guideline for redundancy selection. It means that 70% of the decision is based on objective criteria (such as skills, qualifications, and performance), while 30% may be based on subjective factors (like attitude or flexibility). If you feel subjective criteria have been unfairly applied, mention this in your grievance and ask for evidence supporting your selection.

What are the three R's of redundancy?

The three R’s of redundancy are:

• Rationale: Why is the redundancy happening? Employers must show a genuine business reason.

• Reasonableness: Was the process fair and reasonable? This includes consultation and consideration of alternatives.

• Redeployment: Were you offered any suitable alternative roles before redundancy was confirmed?

If any of these steps were missed or handled poorly, you have grounds to raise a grievance.

How to write a strong grievance letter?

A strong grievance letter is:

• Clear and Concise: State your concerns directly and stick to the facts.

• Evidence-Based: Reference specific dates, communications, and policies.

• Solution-Focused: Say what outcome you are seeking (e.g., a review of the process, a meeting, or alternative employment).

• Professional: Remain polite and factual, even if you feel upset.

Attach any supporting documents and keep a copy for your records. This approach shows you are serious, organised, and open to resolution.

Disclaimer: This content is for general information only and does not constitute legal, financial, or tax advice. Outcomes may vary depending on your individual circumstances.