A People-Centred Redundancy Checklist for Employers
A redundancy checklist for employers should include the practical decisions that shape how people experience consultation. This guide covers manager preparation, communication, choice, support and what happens beyond the leaving date, helping HR plan a more people-centred redundancy process from the start.
Inclusive Redundancy: Six Lessons for a Fairer Process
When I looked back over some of the conversations I’ve had on the Redundancy Matters podcast this year, one theme kept coming through.
How do we make redundancy more inclusive?
Communicating redundancy to employees: why the way you say it matters
Redundancy communication isn’t just about following a process. It’s about how people experience the message, the silence and the support around it. Katie Murray shares why structure, honesty, manager preparation and human follow-up can make redundancy feel less isolating and more compassionate.
At Risk of Redundancy: Practical Ways HR Can Support People
When someone is at risk of redundancy, the small things outside formal meetings often shape how supported they feel. Clear communication, visible managers and practical redundancy help can help people feel less isolated and more in control.
The HR Role in Restructuring: Why Getting the Data Right Really Matters
Restructuring puts HR under pressure to make fair, defensible decisions quickly. Drawing on insights from Gill Wetherill, this blog explores the HR role in restructuring and why accurate people data and good workforce planning are essential to supporting people well during redundancy and restructuring.
Common Redundancy Mistakes (and How to Avoid Them)
Managing redundancies is never easy. Even when you’ve been through the process many times before, it can still feel pressured, complex and emotionally charged. And because redundancy impacts people’s livelihoods, confidence and sense of security, small missteps can quickly have a much bigger impact than you expect.
How to Approach the Final Redundancy Meeting with Confidence and Compassion
As HR professionals, we know that the final redundancy meeting can feel like one of the most challenging moments in the entire redundancy process. It’s the point where everything becomes real for the individual and where preparation, compassion and clarity matter more than ever.
From Redundancy to Resolution: Lessons in Humanity and Mediation
When it comes to managing redundancies, few people have seen more – or learned more – than Pete Colby, Director and Chief Mediator at Pragmatism UK. With decades of HR experience across British Steel, the food industry and Rolls Royce, Pete has been on every side of the redundancy table.
Putting People at the Heart of Collective Consultation
Collective consultation is never straightforward. There are the legal requirements to navigate, multiple stakeholders to manage and throughout it all, real people whose lives are being impacted. After 20 years in senior HR roles, including leading transformation work involving numerous collective consultations, Niki Corbishley from Noo Coaching knows this landscape well.
How to Handle Redundancies: A CEO’s Perspective on Leading Through Difficult Times
When it comes to handling redundancies, there’s perhaps no more challenging aspect of business leadership. As one anonymous CEO with over 30 years of experience recently shared, “The day you find the process of redundancy easy is the day you should stop doing it.”