As of 13 August 2026, AI can only partly write a redundancy policy for your UK staff.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open the relevant GOV.UK guidance on redundancy, consultation, notice and redundancy pay, and save the pages you intend to use as references.
   2. Gather your current staff handbook, employment contracts, any collective agreements, trade union arrangements, existing consultation procedure and details of the organisation, without including unnecessary employee names or sensitive personal data.
   3. Decide the intended scope, who owns the process, whether the policy is a general standing policy or relates to a proposed redundancy exercise, and whether collective consultation might be relevant.
   4. Paste the gathered information and the copyable prompt into a chatbot, then ask it to produce the policy, source list, missing-information checklist and points requiring professional confirmation.
   5. Compare every legal statement and link in the draft with the GOV.UK pages you opened, and remove any unsupported deadline, threshold, payment figure or claim about your organisation.
   6. Send the draft, source list, contracts and consultation arrangements to a UK employment solicitor or qualified HR professional, then incorporate their confirmed amendments before publishing or using the policy.

   Prompt

   Draft a UK redundancy policy for [organisation name], a [business type] with approximately [number] employees in [location]. It will apply to [all staff or named categories of staff].
   
   Use only the information I provide and current UK sources that you can identify and link to, checked as at 2026-08-13. Do not invent legal rules, consultation periods, payment amounts, contractual terms or facts about my organisation. Do not decide which employees should be selected for redundancy. Do not present the draft as legal advice.
   
   The policy should cover:
   1. When redundancy may be considered and who has authority to start the process.
   2. The steps for planning, consultation, fair selection, reasonable alternatives, notice, termination and records.
   3. How individual consultation will work, including what information the employee receives and how they can respond.
   4. How collective consultation may apply and what facts determine whether it is relevant.
   5. Selection criteria, safeguards against discrimination, reasonable adjustments and conflicts of interest.
   6. Suitable alternative roles, appeals, complaints, confidentiality and data handling.
   7. Responsibilities for managers, HR, decision-makers and employees.
   8. A short checklist of decisions and missing information that a UK employment solicitor or qualified HR professional must confirm before publication or use.
   
   Separate legal requirements from recommended internal practice. Mark every point that depends on the number of proposed redundancies, timing, contracts, collective agreements, trade union involvement, public-sector rules, immigration status, family leave, disability or other specific facts. Include links to relevant GOV.UK guidance and identify any point that needs professional confirmation. Write in plain British English, with headings, a version date of 2026-08-13, and placeholders where information is missing.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.