The Termination Letter Due To Slow Business is a crucial document used in Australian business contexts when an organization needs to reduce its workforce due to economic factors or decreased business activity. This document must comply with Australian employment law, particularly the Fair Work Act 2009 and National Employment Standards, ensuring proper notification and fair treatment of employees. It should be used when a genuine redundancy situation exists due to reduced business operations, financial constraints, or organizational restructuring. The letter must include specific details about the business circumstances, notice period, redundancy pay calculations, final entitlements, and any support services offered to the affected employee. It serves both as a formal notification and a legal document, protecting both employer and employee interests while maintaining clear communication about the termination process.
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1. Date and Address Block: Current date and recipient's full contact details
2. Opening Statement: Clear statement identifying the purpose of the letter and reference to any prior discussions
3. Business Context: Brief explanation of the business circumstances leading to the redundancy decision
4. Confirmation of Position Termination: Clear statement confirming the position is being made redundant
5. Notice Period: Specification of the notice period and final working day
6. Entitlements: Detailed breakdown of final pay, including redundancy pay, accrued leave, and other entitlements
7. Company Property: Instructions regarding return of company property and handling of confidential information
8. Support Offered: Overview of any support services or outplacement assistance being provided
9. Closing and Next Steps: Information about final arrangements and contact person for queries
1. Reference Offer: Include when the company is willing to provide a reference for future employment
2. Alternative Position Options: Include when there are potential redeployment opportunities within the organization
3. Gardening Leave Provisions: Include when the employee will be placed on garden leave during the notice period
4. Non-Compete Reminder: Include when the employee is bound by existing non-compete or restraint of trade clauses
5. Continuation of Benefits: Include when certain benefits will continue for a specified period post-termination
1. Entitlements Calculation: Detailed breakdown of final payment including base salary, leave entitlements, and redundancy pay
2. Company Property Checklist: List of company items to be returned before final day
3. Employee Assistance Program Details: Information about available support services and how to access them
4. Acknowledgment Form: Form for employee to sign acknowledging receipt of the termination letter
Relevant legal definitions
Notice Period
Redundancy Pay
Final Pay Date
Termination Date
Continuous Service
Company Property
Confidential Information
Accrued Entitlements
Garden Leave
Modern Award
Enterprise Agreement
Outplacement Services
Business Hours
Return Date
Company Policies
Intellectual Property
Non-Compete Obligations
Annual Leave
Long Service Leave
Personal/Carer's Leave
Superannuation
Restraint Period
Working Day
Relevant Modern Award
Redundancy Pay
Final Pay Date
Termination Date
Continuous Service
Company Property
Confidential Information
Accrued Entitlements
Garden Leave
Modern Award
Enterprise Agreement
Outplacement Services
Business Hours
Return Date
Company Policies
Intellectual Property
Non-Compete Obligations
Annual Leave
Long Service Leave
Personal/Carer's Leave
Superannuation
Restraint Period
Working Day
Relevant Modern Award
Clauses
Termination Notice
Business Circumstances
Notice Period
Final Payment
Redundancy Pay
Leave Entitlements
Company Property Return
Confidentiality
Intellectual Property
Non-Compete
Non-Solicitation
Reference Provision
Outplacement Support
Superannuation
Final Release
Acknowledgment
Consultation Process
Garden Leave
Post-Employment Obligations
Dispute Resolution
Business Circumstances
Notice Period
Final Payment
Redundancy Pay
Leave Entitlements
Company Property Return
Confidentiality
Intellectual Property
Non-Compete
Non-Solicitation
Reference Provision
Outplacement Support
Superannuation
Final Release
Acknowledgment
Consultation Process
Garden Leave
Post-Employment Obligations
Dispute Resolution
Relevant Industries
Retail
Manufacturing
Hospitality
Construction
Professional Services
Technology
Mining
Agriculture
Education
Healthcare
Financial Services
Transportation
Real Estate
Media and Entertainment
Telecommunications
Relevant Teams
Human Resources
Legal
People Operations
Employee Relations
Senior Management
Operations
Finance
Compliance
Administration
Relevant Roles
Human Resources Manager
HR Director
People Operations Manager
Legal Counsel
Department Manager
Business Unit Director
Chief Human Resources Officer
Employee Relations Manager
HR Business Partner
Chief Executive Officer
Managing Director
Operations Manager
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