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Redundancy Notice Template (Ireland)
A redundancy notice tells an employee that their role is being made redundant. Our free Irish template sets out the selection process, notice period, statutory redundancy payment and appeal rights, aligned with the Redundancy Payments Acts 1967–2014 and the Protection of Employment Act 1977.
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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: Notice of Redundancy — Senior Software Engineer
Last day: 15 May 2026
Dear Seán Murphy,
Further to our consultation discussions, we are writing to confirm that your position of Senior Software Engineer within the Product Engineering department with Emerald Tech Solutions Ltd. has been selected for redundancy and that your employment will therefore be terminated by reason of redundancy on 15 May 2026.
1.
REASON FOR REDUNDANCY
The reason for your redundancy is a reorganisation or restructuring of the business which has reduced the requirement for employees in this role.
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. The decision follows a detailed assessment of business needs, workload and future direction.
Your continuous employment with Emerald Tech Solutions Ltd. commenced on 1 March 2021, giving a period of continuous service of approximately 5 years for the purposes of the Redundancy Payments Act 1967. This notice relates to a collective redundancy involving 6 employees. Where this number meets the threshold under the Protection of Employment Act 1977 (s. 6) — as amended by the Protection of Employment (Exceptional Collective Redundancies and Related Matters) Act 2007 — the Employer has satisfied the collective consultation obligations: a minimum 30-day consultation period has been observed, the employees' representatives have been informed and consulted, and the Minister for Enterprise, Trade and Employment has been notified on the prescribed RP50 form.
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. The decision follows a detailed assessment of business needs, workload and future direction.
Your continuous employment with Emerald Tech Solutions Ltd. commenced on 1 March 2021, giving a period of continuous service of approximately 5 years for the purposes of the Redundancy Payments Act 1967. This notice relates to a collective redundancy involving 6 employees. Where this number meets the threshold under the Protection of Employment Act 1977 (s. 6) — as amended by the Protection of Employment (Exceptional Collective Redundancies and Related Matters) Act 2007 — the Employer has satisfied the collective consultation obligations: a minimum 30-day consultation period has been observed, the employees' representatives have been informed and consulted, and the Minister for Enterprise, Trade and Employment has been notified on the prescribed RP50 form.
2.
SELECTION CRITERIA
The Employer has followed a fair redundancy selection process. The selection criteria applied were objective and non-discriminatory: Technical skills assessment (30%); annual performance rating FY2025 (30%); attendance record (20%); disciplinary record (20%) — scored independently by two managers. The Employer has ensured that the redundancy does not constitute discrimination on any of the nine protected grounds under the Employment Equality Acts 1998–2015.
3.
NOTICE PERIOD AND LAST DAY OF EMPLOYMENT
You are required to work your notice period in full. Your notice period under this letter is 4 weeks. Your statutory minimum notice under the Minimum Notice and Terms of Employment Act 1973 (as amended) applies where greater than any contractual notice period. Your last day of employment will be 15 May 2026.
4.
REDUNDANCY PAYMENT ENTITLEMENT
You are entitled to a statutory redundancy payment under section 19 of the Redundancy Payments Act 1967 (as amended), calculated as follows: 2 weeks' pay per completed year of service plus 1 additional bonus week, with a weekly wage capped at EUR 600 per week.
Statutory Redundancy Calculation:
• Completed years of service: 5 years
• Normal gross weekly wage: €1,250.00 EUR (capped at €600.00 EUR per week for statutory purposes)
• Calculation: (5 × 2 + 1) × €600.00 = €6,600.00 EUR
Your statutory redundancy payment is €6,600.00 EUR. Under section 203 of the Taxes Consolidation Act 1997, the first EUR 10,000 of a statutory redundancy payment is exempt from income tax (basic exemption); additional reliefs (increased exemption of up to EUR 10,000 for each year of service, Standard Capital Superannuation Benefit, and top-slicing) may also be available. You should seek independent tax advice regarding your personal position. Your redundancy payment will be made with your final pay.
Statutory Redundancy Calculation:
• Completed years of service: 5 years
• Normal gross weekly wage: €1,250.00 EUR (capped at €600.00 EUR per week for statutory purposes)
• Calculation: (5 × 2 + 1) × €600.00 = €6,600.00 EUR
Your statutory redundancy payment is €6,600.00 EUR. Under section 203 of the Taxes Consolidation Act 1997, the first EUR 10,000 of a statutory redundancy payment is exempt from income tax (basic exemption); additional reliefs (increased exemption of up to EUR 10,000 for each year of service, Standard Capital Superannuation Benefit, and top-slicing) may also be available. You should seek independent tax advice regarding your personal position. Your redundancy payment will be made with your final pay.
5.
ALTERNATIVE EMPLOYMENT
The Employer has carefully considered whether there are any suitable alternative roles available within the business. Regrettably, no suitable alternative employment has been identified at this time. Should a suitable vacancy arise during your notice period, you will be notified and given a reasonable opportunity to consider it.
6.
RIGHT OF APPEAL
You have the right to appeal this redundancy decision. Any appeal must be submitted in writing to Fiona Walsh, Chief People Officer within 5 working days of receipt of this notice, clearly setting out the grounds of your 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 fellow employee.
7.
SUPPORT
The Employer wishes to support you during this difficult transition. The following support is available: Outplacement support via Talent Solutions Ireland — CV writing, interview preparation and career coaching (4-week programme); access to company Employee Assistance Programme for 3 months post-departure.. Further details will be provided separately. Please contact Aoife Ní Bhriain if you have any questions.
8.
STATUTORY RIGHTS AND WRC ACCESS
If you consider that your redundancy is unfair or that you have not received the redundancy payment to which you are entitled, you have the right to bring a claim before the Workplace Relations Commission (WRC) under the Workplace Relations Act 2015. Relevant statutory claims include:
• Unfair dismissal: under the Unfair Dismissals Act 1977 (as amended) — claim must be lodged within six (6) months of the date of dismissal (extendable to twelve (12) months in exceptional circumstances).
• Redundancy payment: under the Redundancy Payments Act 1967 — submit the RP77 form to the employer first; if payment is refused or not made, claim via the WRC within 52 weeks of the last day of employment.
• Minimum notice: under the Minimum Notice and Terms of Employment Act 1973.
• Collective redundancy: failure by the employer to comply with the Protection of Employment Act 1977 consultation and notification obligations may give rise to a claim for compensation before the WRC.
Contact the WRC at wrc.ie or on +353 59 917 8990. You are strongly encouraged to seek independent legal advice.
• Unfair dismissal: under the Unfair Dismissals Act 1977 (as amended) — claim must be lodged within six (6) months of the date of dismissal (extendable to twelve (12) months in exceptional circumstances).
• Redundancy payment: under the Redundancy Payments Act 1967 — submit the RP77 form to the employer first; if payment is refused or not made, claim via the WRC within 52 weeks of the last day of employment.
• Minimum notice: under the Minimum Notice and Terms of Employment Act 1973.
• Collective redundancy: failure by the employer to comply with the Protection of Employment Act 1977 consultation and notification obligations may give rise to a claim for compensation before the WRC.
Contact the WRC at wrc.ie or on +353 59 917 8990. You are strongly encouraged to seek independent legal advice.
If you have any questions about this notice or your entitlements, please contact Aoife Ní Bhriain at hr@emeraldtech.ie. We sincerely thank you for your contribution to Emerald Tech Solutions Ltd. and 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 a Redundancy Notice?
Redundancy occurs where an employer needs fewer employees because the business is closing, the work has ceased or diminished, the employer is relocating, or the role is being restructured. A redundancy notice formally informs the employee that their position is redundant and sets out the effective date, notice entitlement and statutory redundancy payment.
In Ireland, redundancy is governed by the Redundancy Payments Acts 1967–2014 and, for collective redundancies, the Protection of Employment Act 1977 (as amended by the European Communities (Protection of Employment) Regulations 2000). Employees with two years’ continuous service are generally entitled to a statutory lump sum of two weeks’ pay per year of service (capped at €600 per week) plus a bonus week. The Department of Social Protection administers the statutory scheme through Form RP50.
A compliant Irish redundancy process includes fair selection (using objective criteria applied to a defined pool), meaningful consultation, consideration of alternatives to redundancy (redeployment, reduced hours, voluntary redundancy), and proper notice. Failure to follow a fair process in Ireland can lead to claims for unfair dismissal at the Workplace Relations Commission (WRC).
What's Covered in This Template
The redundancy notice template covers every required element of a compliant Irish redundancy.
Employer and Employee Details
Legal employer name, CRO number and employee name and address.
Reason for Redundancy
Business closure, reduction in work, restructuring, or relocation.
Selection Process
Confirmation of objective selection criteria and consultation.
Effective Date
The date on which employment ends.
Notice Period
Statutory or contractual notice, whichever is greater.
Statutory Redundancy Payment
Calculation of two weeks per year of service plus a bonus week, capped at €600/week.
Ex Gratia Payment (optional)
Any additional employer-funded severance payment.
Alternative Employment Considered
Confirmation that alternatives were considered.
Right of Appeal
Internal appeal process available to the employee.
Form RP50
Reference to the statutory Form RP50 for the employee’s records and social welfare purposes.
Outplacement Support
Any outplacement assistance offered.
Signature and Date
Signed by an authorised representative.
How to Create a Redundancy Notice
Draft a compliant Irish redundancy notice in minutes after completing a fair process.
- 1
Confirm a Fair Process Has Been Followed
Ensure selection criteria are objective, consultation has taken place, and alternatives to redundancy have been considered.
- 2
Enter Employer and Employee Details
Provide the employer legal name, CRO number, and employee name and address.
- 3
State the Reason and Effective Date
Clearly record the reason for redundancy and the date employment will end.
- 4
Calculate Notice and Redundancy Pay
Apply statutory notice (Minimum Notice Acts) and calculate statutory redundancy under the 1967–2014 Acts.
- 5
Issue the Notice and Form RP50
Issue the signed notice to the employee and complete Form RP50 for their records.
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Legal Considerations in Ireland
Redundancy is tightly regulated to protect employees from arbitrary dismissal disguised as redundancy.
This template is for information only and is not legal advice. Consult an Irish employment solicitor for collective redundancies or complex selection pools.
Drafted for Irish law
Redundancy Payments Acts 1967–2014
Under Irish law, employees with two years’ continuous service in an insurable role are entitled to a statutory redundancy payment of two weeks’ pay per year of service plus a bonus week. Weekly pay is capped at €600. The payment is administered via Form RP50 and is tax-free up to prescribed limits.
Collective Redundancies and the 1977 Act
Where 5 or more employees (depending on establishment size) are made redundant within 30 days, the Protection of Employment Act 1977 applies. Employers must consult with employee representatives for at least 30 days and notify the Minister for Enterprise, Trade and Employment before any notices of redundancy are issued.
Unfair Dismissal Risk
A redundancy is genuine only if the role is actually redundant and a fair selection process has been applied. A dismissal that purports to be a redundancy but is in fact a pretext for removing an employee can succeed as an unfair dismissal claim under the Unfair Dismissals Acts 1977–2015 at the WRC.
Alternatives to Redundancy
Irish employers are expected to consider alternatives including redeployment, reduced hours, short-time working, voluntary redundancy, and reasonable alternative employment. Failure to consider alternatives is a common reason for redundancy dismissals being found unfair by Irish tribunals.
Frequently Asked Questions
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