Redundancy notice template (Uganda)
In brief
A precedent redundancy notice recording the operational reason and the entitlements.
When to use this
When a role is genuinely redundant and you are ending the employment.
When a bespoke document is needed instead: To disguise a conduct or performance dismissal — that risks an unfair-dismissal finding.
The template
A precedent only. Replace every [PLACEHOLDER] with your own details; it contains no real party data. Have it reviewed before use.
Heading
[EMPLOYER LETTERHEAD]
[DATE]
PRIVATE & CONFIDENTIAL
[EMPLOYEE NAME], [JOB TITLE]
Subject
RE: TERMINATION OF EMPLOYMENT BY REASON OF REDUNDANCY
1. Reason for redundancy
1.1 Following [restructuring / closure of [unit] / a downturn in business], your role of [JOB TITLE] is redundant. This is an operational reason not related to your conduct or performance.
2. Consultation & selection
2.1 We consulted with you on [DATES] and applied the following selection criteria: [criteria]. We considered alternatives, including [redeployment], which were not available.
3. Decision & notice
3.1 Your employment is terminated by reason of redundancy with effect from [DATE]. You will [serve [NOTICE] notice / be paid [NOTICE] in lieu of notice].
4. Severance & final pay
4.1 You will be paid severance allowance and all final entitlements (salary to the date, accrued leave and pay in lieu where applicable). A certificate of service is enclosed.
Execution
Signed: ____________ (for and on behalf of the Employer) Date: ________
Drafting notes
- Genuine redundancy
- Confirm the role is genuinely redundant — an operational reason the Employer can justify, not a disguised conduct dismissal.
- Consult & select
- Consult the affected employee, use objective selection criteria, and consider redeployment; record it.
- Notice & severance
- Give the required notice (or pay in lieu) and pay severance allowance to a qualifying employee.
- Certificate of service
- Issue a certificate of service with the final pay.
Execution requirements
- The Employer signs and serves the notice after consultation.
- Operational redundancy can be a valid reason, which the Employer must justify (s.67); follow a fair procedure (s.66).
- Pay severance allowance and give the required notice; issue a certificate of service.
Governing law & citations
Governed by the Employment Act, Cap. 226 (2023 Revision), ss.58, 66, 67, 87–89.
- Employment Act, Cap. 226 (2023 Revision) — ss.66, 67, 87–89.