What must a redundancy notice letter include in Australia?

A compliant redundancy notice should include: (1) a clear statement that the role is being made redundant, (2) the reason for redundancy linking to a genuine operational change, (3) confirmation it is a 'genuine redundancy' under section 389 of the Fair Work Act 2009, (4) the notice period being given (under the NES + contract), (5) the last working day, (6) redundancy pay calculation under section 119 of the Fair Work Act, (7) payout of unused annual leave and any long service leave, and (8) information on rights and how to seek further advice.

What is a genuine redundancy under the Fair Work Act?

Under section 389 of the Fair Work Act 2009, a redundancy is 'genuine' only if (a) the employer no longer requires the job to be performed by anyone because of changes in operational requirements, (b) the employer has complied with any consultation obligations under the applicable award or agreement, and (c) the employer has considered whether redeployment to another role within the company (or an associated entity) is reasonable. If any of these are missing, the dismissal may be unfair.

How much notice must an employer give for a redundancy?

Under the National Employment Standards, the minimum notice an employer must give is: 1 week (1 year of service or less), 2 weeks (more than 1 and up to 3 years), 3 weeks (more than 3 and up to 5 years), or 4 weeks (more than 5 years). Add 1 extra week if the employee is over 45 years old and has at least 2 years of continuous service. The contract or award may require more — whichever is greater applies.

How is redundancy pay calculated?

Section 119 of the Fair Work Act sets the NES redundancy pay scale: 4 weeks (1–2 years of service), 6 weeks (2–3 years), 7 weeks (3–4 years), 8 weeks (4–5 years), 10 weeks (5–6 years), 11 weeks (6–7 years), 13 weeks (7–8 years), 14 weeks (8–9 years), 16 weeks (9–10 years), 12 weeks (10+ years — the cap drops). 'Small business employers' (fewer than 15 employees) may be exempt. Redundancy pay is calculated at the employee's base rate for ordinary hours.

Do I have to offer redeployment before making a role redundant?

Yes — to qualify as a genuine redundancy, the employer must have considered whether redeployment is reasonable in the circumstances. This includes redeployment to other roles within the same employer or an associated entity. The redeployment doesn't have to be offered if no suitable role exists, but a record of considering it is essential to defend any unfair-dismissal claim that follows.

Will FairWork Mate send the letter for me?

No. We generate a PDF that you download and send under your own name. We never contact employees on your behalf. We strongly recommend HR or legal review before delivering a redundancy notice — getting it wrong is one of the most common reasons for unfair-dismissal claims.

Redundancy Notice Letter Template (Australia 2026)

Free template letter for employers issuing notice of redundancy. Cites the Fair Work Act 2009 (genuine-redundancy s.389, notice s.117, redundancy pay s.119) and lays out the NES final-pay items. Not legal advice.

Last verified: 2 August 2026Jump to calculator ↓

Genuine redundancy under section 389 requires: (1) the role no longer needed, (2) consultation per award, (3) consideration of redeployment. This template covers all three.

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General information and estimates only — not legal, financial or tax advice. Always check your specific award, agreement or contract, or a qualified professional, before you rely on the result.

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Redundancy Notice Letter Template (Australia 2026)

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