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Redundancy selection and dismissals

SELECTION BASED 'At risk' of redundancy letter to warn an employee that they may become redundant if selected for redundancy from a pool of employees AFTER meetings with the employees to explain the situation

This letter advises an employee that their role is at risk due to redundancy. It MUST follow a briefing to that employee of the proposals and the reason for those proposals - it must not simply arrive out of the blue! This letter assumes that less than 20 people are to be made redundant and that a selection exercise WILL be carried out, i.e. that an employee(s) COULD end up in a redundancy situation, while some of their colleagues (doing similar work and who are hence part of the redundancy 'pool') may remain.
'At risk' of redundancy letter to warn an employee that they may become redundant AFTER meetings with the employee to explain the situation

This letter advises an employee that their role is at risk due to redundancy. It MUST follow a briefing to that employee of the proposals and the reason for those proposals - it must not simply arrive out of the blue! This letter assumes that less than 20 people are to be made redundant and that a selection exercise will NOT be carried out.
Redundancy - dismissal of an employee with notice for reasons of redundancy

This letter advises an employee that following a dismissal hearing, they are being dismissed with notice due to redundancy. It also advises them of their right to appeal against this decision. This letter assumes a) that less than 20 employees will be dismissed from the business in a 90 day period, b) that initial consultation has already taken place with the employee, i.e. they are aware that they are 'at risk' and they are familiar with the process in place and c) they had already received a letter inviting them to that hearing and warning them of the possibility of dismissal.
Redundancy - invitation to a hearing at which employee may be dismissed for redundancy

This letter should be used to invite an employee to a hearing which could lead to dismissal with notice for reasons of redundancy. This letter assumes a) that less than 20 employees will be dismissed from the business in a 90 day period, b) that initial consultation has already taken place with the employee, i.e. they are aware that they are 'at risk' and they are familiar with the process in place.