Genuine Redundancy Challenge Letter

The 21-day clock and what to do first

21 days from dismissal to lodge an unfair-dismissal or general-protections (involving dismissal) application with the Fair Work Commission. That clock does not pause for internal correspondence.
Genuine redundancy (s.389 FW Act) is a complete defence to unfair dismissal. The three limbs: (1) role no longer required, (2) consultation, (3) reasonable redeployment considered.
Don't sign a deed of release without taking your own advice. Most workplace lawyers offer a free first call.
Get the basis in writing. The strongest first move is asking the employer to articulate the reason and the process so you (or a lawyer) can assess it.
Keep records. Save every email, every meeting note, every screenshot. Send from your personal email so you have records outside the company system.

Stage

I haven't left yet — challenge before I sign off (recommended)

You've been told the role is being made redundant but haven't left or signed any deed of release. Strongest position — you're asking for the basis in writing before the redundancy is finalised.

I've already left — preserve my rights

The redundancy has taken effect. The letter preserves your position and asks for the information you'd need to consider an unfair-dismissal or general-protections application. The 21-day FWC clock starts from the date of dismissal.

The redundancy

Date you were notifiedProposed last day

Reason given for the redundancy (one sentence)Was a consultation step actually followed (notice + opportunity to discuss + feedback considered)?If unchecked, the letter requests the consultation history in writing.Was redeployment to another role offered?If unchecked, the letter requests the redeployment search history.

Concerns to raise (tick what applies)

The work is still being performed (just by other people in the team)A new person is being / will be recruited into the roleThe role is being outsourced to a contractor or third partyI'm concerned the selection over other employees was not fairCustom concern (optional)

What to request

Request copies of role descriptions / job ads that overlap with my roleRequest a copy of the selection criteriaRequest a summary of the redeployment searchRequest an extension to the proposed last day for adviceUseful if you need time to consult a lawyer before signing a deed of release.

The 21-day clock and what to do first

Your details

Who you're sending it to

Stage

The redundancy

Concerns to raise (tick what applies)

What to request