In this blog, I’m sharing practical, people-centred guidance to help you manage a final redundancy consultation meeting in a way that is fair, legally compliant and rooted in empathy. Whether you’re an experienced HR leader or supporting line managers through this for the first time, these steps will help you approach the meeting with confidence.
Before the Final Redundancy Consultation Meeting: Preparation Truly Matters
A successful final redundancy meeting starts well before anyone enters the room. Depending on how long consultation has been running, it may have been weeks since your last conversation with the individual. So it’s essential to go back over everything that has taken place so far.
Review previous notes and representations
Double-check that all questions, concerns and representations raised earlier in consultation have been fully addressed. If you’ve discussed potential suitable alternative roles, ensure these have been genuinely considered and clearly communicated.
Confirm no new information has emerged
Before arranging the final redundancy meeting, ensure nothing material has changed since the last consultation meeting. Any new information must be properly explored before an outcome can be delivered.
Check all financial and contractual details
This includes:
- redundancy pay calculations
- statutory vs enhanced arrangements
- updated length of service (birthdays and work anniversaries can change entitlements)
- notice periods
- holiday pay
- benefit entitlement
Having accurate details ready helps reduce uncertainty and demonstrates professionalism.
Prepare the meeting structure
A clear structure or template helps meetings run smoothly. Scripts can be incredibly helpful for line managers, especially those who are nervous or inexperienced. Encourage them to practise their wording so they can deliver the message confidently and with empathy.
Offer the right to be accompanied
When inviting the individual, always ensure they are offered representation by a trade union rep or colleague. And allow enough time – a minimum of 30 minutes is usually recommended.
Choose the right space
Privacy matters. For face-to-face meetings, avoid glass “fishbowl” rooms. For virtual meetings, make sure the manager is not dialling in from a busy office or their car.
During the Final Redundancy Meeting: Structure, Sensitivity and Space
Once the meeting begins, your role is to guide the conversation clearly while keeping the person firmly at the heart of the process.
- Start with a recap
Begin by summarising the consultation process to date, including the rationale for the proposed redundancy and what has been explored so far. This helps the individual re-orient themselves, particularly if they are feeling overwhelmed.
- Pause if new information is raised
If the individual raises new information or questions that haven’t been addressed previously, you must pause or adjourn the meeting. It’s still legally part of consultation so any new points must be properly considered before confirming an outcome.
- Confirm the outcome of alternative role discussions
If suitable alternative employment has been explored, confirm the outcome – whether no roles were available or roles were offered but declined. - Deliver the outcome with clarity and empathy
When everything has been considered, the line manager should confirm verbally that redundancy is proceeding. This is the core moment of the final redundancy meeting and it’s vital it is delivered with calmness, dignity and respect. - Explain the next steps
People often retain very little from the moment they hear the word “redundant” so keep explanations simple, structured and unhurried. Cover:- the right of appeal and relevant timeframes
- notice arrangements (working notice, garden leave or payment in lieu)
- termination date
- redundancy pay breakdown
- final salary dates
- holiday pay
- return of equipment
- end of IT access and practicalities such as downloading payslips
- references and who to contact
If your organisation offers outplacement support, explain how they can access it and what it includes.
- Ask how they want the news communicated
Some individuals will want to tell their team themselves; others prefer you to do it on their behalf. Asking this question shows respect for their dignity and gives them some control during a time that may feel very disempowering. - End with a genuine thank you
This moment matters. A warm, personal acknowledgment of their contribution helps the individual feel seen and valued, even in difficult circumstances.
After the Final Redundancy Meeting: Communication and Care Continue
The process doesn’t end when the meeting finishes.
Write to confirm everything discussed
A clear redundancy confirmation letter should cover:
- the dismissal reason
- notice arrangements
- payment breakdown
- appeal process
- the HR contact for queries
Aim for a letter that feels personal – not just a template. Even when dealing with large numbers, the tone should reflect respect.
Encourage line managers to follow up
A simple check-in call or meeting shows care and can make a huge difference to someone’s experience. It also provides space to discuss handover arrangements.
Re-emphasise wellbeing and external support
Many individuals will be processing shock or distress. Signpost to your EAP, counselling and any external resources such as the Department for Work and Pensions.
Leading Final Redundancy Meetings with Humanity
The final redundancy consultation meeting is never easy – for the individual, the manager or the HR professional supporting them. But when handled well, it can still be a dignified, fair and compassionate experience.
Every person will react differently. Some may feel relief after a long period of uncertainty. Others might feel devastated. Some will be ready for the next chapter. The key is entering every meeting with an open mind, no assumptions and a commitment to treating the individual as a human being rather than a process step.
With preparation, presence and empathy, you can ensure the final redundancy meeting reflects the values you want your organisation to stand for – even in the toughest moments.
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