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Employee Termination Letter Template (Ireland)
An employee termination letter formally records the end of an employment relationship in Ireland. Our free Irish template sets out the reason for termination, notice period, final pay and next steps, drafted in line with the Unfair Dismissals Acts 1977–2015 and the Minimum Notice and Terms of Employment Acts 1973–2005.
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Emerald Tech Solutions Ltd.
12 Grand Canal Quay, Dublin 2, D02 HH90
Attn: Aoife Ní Bhriain
Attn: Aoife Ní Bhriain
+353 1 234 5678
hr@emeraldtech.ie
15 April 2026
Seán Murphy
45 Pembroke Road, Dublin 4, D04 V9C1
Employee No: EMP-0842
Employee No: EMP-0842
Re: Termination of Employment — Senior Software Engineer
Last day: 15 May 2026
Dear Seán Murphy,
We are writing to confirm in writing the termination of your employment with Emerald Tech Solutions Ltd. as Senior Software Engineer in the Product Engineering department. The reason for termination is: redundancy within the meaning of the Redundancy Payments Act 1967 (s. 7).
1.
REASON FOR TERMINATION
The decision to terminate your employment has been taken for the following reason: redundancy within the meaning of the Redundancy Payments Act 1967 (s. 7). The position has become redundant within the meaning of section 7 of the Redundancy Payments Act 1967 (as amended). Business rationale: Following a strategic review of the Product Engineering division completed in March 2026, the requirement for Senior Software Engineer roles has been reduced from eight to five posts, resulting in three redundancies. Your continuous employment with the Employer commenced on 1 March 2021 and will end on the last day of employment stated below. Where an employee has at least one (1) year of continuous service, the dismissal is subject to the Unfair Dismissals Act 1977 (as amended). The Employer is satisfied that this dismissal is for a substantial ground and that fair procedures have been followed.
2.
NOTICE PERIOD AND LAST DAY OF EMPLOYMENT
You are required to work your notice period in full, reporting to your line manager as normal. Your contractual notice period is 4 weeks. Your statutory minimum notice under the Minimum Notice and Terms of Employment Act 1973 (as amended) shall apply where greater than the contractual notice period. The 1973 Act provides for minimum notice of one week (for service of 13 weeks to 2 years) up to eight weeks (for service of 15 or more years). Your last day of employment will be 15 May 2026.
3.
FINAL PAY AND ENTITLEMENTS
Your final salary payment will be calculated to the last day of employment and will include: (a) salary accrued to the last day; (b) accrued but untaken annual leave — the Organisation of Working Time Act 1997 (s. 23) requires that accrued untaken leave is paid on termination; estimated accrued holiday pay: €720.00 EUR; and (c) any other contractual entitlements. Your final pay will be made on or before 31 May 2026.
4.
RETURN OF COMPANY PROPERTY
On or before your last day of employment you must return to the Employer all Company property in your possession, including (but not limited to) laptop, mobile phone, security pass, access card, keys, credit and purchase cards, any documents (in hard copy or electronic form), and all Confidential Information on any medium. Specific items to return: MacBook Pro 16" (serial FVFJ12345), iPhone 15 Pro (IMEI 351234567890120), Dublin 2 office access card (#1247), company credit card (Visa -4321). Failure to return Company property may result in a lawful deduction from final pay to the extent authorised in writing or by your contract under the Payment of Wages Act 1991.
5.
POST-TERMINATION OBLIGATIONS
You remain bound, following the termination of your employment, by: (a) the implied duty of confidentiality under your contract of employment and Irish common law — you must not use or disclose any Confidential Information of the Employer after the last day of employment; (b) any express post-termination restrictive covenants in your contract of employment, which the Employer considers to be reasonable and enforceable under Irish law. Specific obligations: Non-solicitation of company clients for 6 months from last day of employment; non-solicitation of employees for 12 months; confidentiality obligations are indefinite.. The Employer reserves the right to seek injunctive relief and damages in the event of any breach of post-termination obligations.
6.
RIGHT OF APPEAL
You have the right to appeal this decision. Any appeal must be submitted in writing to Fiona Walsh, Chief People Officer within 5 working days of receipt of this letter, setting out clearly the grounds of appeal. Your appeal will be heard by a manager who was not involved in the original decision. You are entitled to be accompanied at the appeal hearing by a trade union representative or a colleague employed by the Employer.
7.
STATUTORY RIGHTS AND WRC APPEAL
If you have at least one year of continuous service and consider this dismissal to be unfair under the Unfair Dismissals Act 1977 (as amended), you may bring a claim before the Workplace Relations Commission (WRC) under the Workplace Relations Act 2015. Time limits are strict: a claim must be lodged with the WRC within six (6) months of the date of dismissal (extendable to twelve (12) months in exceptional circumstances). You may also have separate statutory claims in respect of notice under the Minimum Notice and Terms of Employment Act 1973, unpaid wages under the Payment of Wages Act 1991, annual leave under the Organisation of Working Time Act 1997, and redundancy under the Redundancy Payments Act 1967, all of which are adjudicated by the WRC. Contact the WRC at wrc.ie or on +353 59 917 8990. You may wish to seek independent legal advice.
If you have any questions regarding this letter, please contact Aoife Ní Bhriain at hr@emeraldtech.ie. We wish you every success in the future.
Yours sincerely,
FOR AND ON BEHALF OF
Emerald Tech Solutions Ltd.
Aoife Ní Bhriain, Head of People
Date: ____________________
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What Is an Employee Termination Letter?
An employee termination letter is a written notice from an employer informing an employee that their employment is ending. It records the reason for termination, the effective date, the notice period and any final payments owed (outstanding wages, accrued holiday, payment in lieu of notice where applicable, and any statutory redundancy where relevant).
In Ireland, the end of an employment relationship must be handled in accordance with the contract of employment and a substantial body of statute, including the Unfair Dismissals Acts 1977–2015, the Minimum Notice and Terms of Employment Acts 1973–2005, the Protection of Employees (Fixed-Term Work) Act 2003, the Protection of Employees (Part-Time Work) Act 2001, the Employment Equality Acts 1998–2015, and the Terms of Employment (Information) Act 1994. Procedural fairness is essential — the employer must have a legitimate reason for dismissal and follow a fair procedure.
A well-drafted termination letter reduces the risk of a successful claim for unfair dismissal at the Workplace Relations Commission (WRC) or wrongful dismissal in the courts. It also provides a clear record of the decision, the process followed, and the financial entitlements settled, which supports both parties moving on.
What's Covered in This Template
Our Irish termination letter covers every element expected of a compliant dismissal.
Employer and Employee Details
Legal employer name, CRO number, employee name and address.
Effective Date
The date on which the employment ends.
Reason for Termination
Clear statement of the reason (conduct, capability, redundancy, other substantial grounds).
Procedure Followed
Summary of warnings, investigations, hearings and appeals.
Notice Period
Statutory or contractual notice, whichever is greater.
Payment in Lieu of Notice
Where applicable, calculation of any PILON.
Final Pay and Holiday
Final wages and accrued but unused annual leave.
Redundancy Payment
Statutory redundancy lump sum where applicable.
Return of Property
Company equipment, keys, ID cards, devices and documents.
Post-Termination Restrictions
Reminder of confidentiality and restrictive covenant obligations.
Right of Appeal
Internal appeal process where relevant.
Signature and Date
Signed by an authorised representative of the employer.
How to Create a Termination Letter
Follow these steps to produce a compliant Irish termination letter quickly.
- 1
Confirm the Procedure Has Been Followed
Ensure that a fair procedure has been followed, including investigation, hearing, warnings (where appropriate) and the right to be accompanied.
- 2
Enter Employer and Employee Details
Provide the legal employer name, CRO number, employee name and address.
- 3
State the Reason and Effective Date
Identify the reason (conduct, capability, redundancy, or other substantial grounds) and the termination date.
- 4
Calculate Notice and Final Pay
Apply statutory or contractual notice (whichever is greater), calculate PILON if applicable, and detail final wages and accrued holiday.
- 5
Review and Send
Review the right of appeal, restrictive covenants and return-of-property clauses, sign and deliver the letter.
Why Doxuno documents are different
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Always current with the law
Templates carrying statute references are continuously updated as the law changes. Your document always reflects the current legal framework.
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Legal Considerations in Ireland
Employment termination in Ireland is tightly regulated. Procedural fairness and substantive justification are both required.
This template is for information only and is not legal advice. For complex dismissals, consult an Irish employment solicitor before issuing the letter.
Drafted for Irish law
Unfair Dismissals Acts 1977–2015
Employees with 12 months’ continuous service (with limited exceptions) are protected against unfair dismissal. Dismissal is deemed unfair unless the employer can show it was for a substantial reason such as conduct, capability, competence, redundancy or another substantial ground, and that a fair procedure was followed. Claims are heard by the Workplace Relations Commission (WRC) under section 8 of the 1977 Act (as amended).
Minimum Notice Entitlements
The Minimum Notice and Terms of Employment Acts 1973–2005 set minimum notice periods: one week for 13 weeks to 2 years of service, two weeks for 2–5 years, four weeks for 5–10 years, six weeks for 10–15 years and eight weeks for more than 15 years. Contractual notice may be longer and will apply if it is.
Fair Procedure – SI 146/2000
The Code of Practice on Grievance and Disciplinary Procedures (S.I. No. 146/2000) requires employers to follow fair procedures, including informing the employee of the allegations, giving them the opportunity to respond, allowing representation, and providing a right of appeal. Failure to follow the code is a strong indicator of unfair dismissal.
Non-Discrimination
Dismissal on any of the nine protected grounds under the Employment Equality Acts 1998–2015 (gender, civil status, family status, sexual orientation, religion, age, disability, race, or membership of the Traveller community) is unlawful. Employers must ensure the reason and procedure are free from discrimination.
Frequently Asked Questions
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