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Free online masterclass Thursday 15 October 60 minutes

Four things you won't find in a redundancy process

For HR leaders who already know the legal process.

You can run a redundancy process that's legally sound from start to finish and still have people leave feeling like a number on a spreadsheet. This session is about the part that sits outside the process, and the four things that can decide how people experience it.

  • 45 minutes of practical content, plus 15 minutes of live Q&A
  • Run by June Hogan, Chartered MCIPD, who has been on every side of a redundancy
  • Free readiness check to take away and use with your own team

This session is for HR and People professionals running redundancy processes. If you're facing redundancy yourself, our free resources will be more use to you.

Save your place

These two help June tailor the session. Both optional.

We'll email you the joining link, the recording afterwards, and the occasional thing June writes that's worth your time. No one else gets your details, and you can unsubscribe at any time.

You know how to manage the process

Most HR teams get the legal process right. The timetable, the selection criteria, the consultation dates, the settlement figures. All of it documented, reviewed, signed off.

Then somebody walks out of a consultation meeting and into a project meeting ninety minutes later. Or hears nothing for eight days. Or never speaks to their manager again after the first conversation.

None of that is a compliance failure. It's the part nobody owns.

What you'll take away

  • A clear view of the gaps

    Four specific things that sit outside your process, what goes wrong in each, and what people say about it afterwards.

  • Twelve things that help

    Three practical actions for each of the four areas. Things you can put into your next process without rewriting your policy.

  • A readiness check

    A short assessment you can work through with your own team before your next announcement.

The four things we'll cover

Each one comes with what goes wrong, what people said about it, and three things that help.

  1. The hours after the announcement

    The meeting might last thirty minutes. The hours afterwards shape how somebody remembers the whole thing. People go into shock and hear very little after "your role is at risk". They get too much information at once, then get sent back to their desk.

  2. What happens to the manager afterwards

    A manager's responsibility doesn't end when the difficult conversation has been delivered. They're given a script for the announcement and often very little preparation for responding to emotion, holding silence, staying in contact through consultation, or saying goodbye properly.

  3. Information, and when it arrives

    Information being available doesn't mean it's accessible, understood, or arriving when somebody can take it in. Silence lasting more than a week. Uncertainty about notice and pay. The people who stay left out of the communication plan altogether.

  4. What do I do now?

    Your process answers "what's happening to my role?" People also need help with "what do I do now?" That's where the panic sets in, the old CV comes out, and somebody starts applying for anything.

Everything in the legal process is written down somewhere, and owned by somebody. These four aren't.

June Hogan, founder of Wildwood Coaching

Who's running it

June Hogan is the founder of Wildwood Coaching, a UK outplacement practice supporting employers and their people through redundancy for over seven years.

Before that she spent her corporate HR career managing redundancy programmes from the inside. She's also been made redundant twice, once after eight years in the only job she knew, and once while on maternity leave. She's been a survivor in a restructure. And after her second redundancy she was invited back, on a consultancy basis, by the HR director who made her redundant.

She was never offered outplacement support during any of it.

  • Chartered MCIPD
  • ICA Professional Coach
  • DiSC Certified Trainer
  • HRi Certified Platinum

What people said about their redundancy experience

Anonymised feedback from people we've supported

I had my first consultation meeting at 8.30am on Monday and was expected to be in a project meeting at 10am and carry on working for the rest of the day. It was the worst working day of my life, I couldn't focus on anything and all I wanted to do was go home and speak to my partner.

After the first meeting my manager never spoke to me again. The HR director handled the rest of the process. My manager didn't even say goodbye when I came to hand in my laptop.

After the announcement there was silence and no communication for over a week. I presumed there was stuff going on in the background but everyone felt anxious about what was going to happen next.

Every one of those processes was legally sound.

Who this masterclass is for

This is for you if

  • You're an HR or People lead at a UK employer, and redundancies are a possibility in the next year
  • You want to make it more person centred
  • You're the only person in your business carrying this, and there's nobody down the corridor who's done it before
  • You advise employers as an independent or fractional HR consultant

This probably isn't for you if

  • You're looking for a legal deep dive. We're not covering employment law here, and June isn't a lawyer.
  • You want a step-by-step guide to running a consultation. That's what the monthly Lunch and Learn sessions are for.
  • You're facing redundancy yourself. The free resources will serve you better, and you're welcome to them.

Some of the organisations we've worked with

I chose to use June and her team on a number of occasions as they don't just offer a vanilla service like some of the bigger outplacement providers. The feedback for June and her team from employees who are going through significant change and stress is always fabulous.

Director of Human Resources
99%
of the individuals we supported in the last twelve months said they'd recommend us
120+
businesses have trusted us with outplacement support
7 years
specialising in outplacement, across the UK

The practical bits

When
Thursday 15 October 2026, 12pm to 1pm (UK time)
How long
60 minutes. 45 minutes of content, 15 minutes of live Q&A.
Where
Online. June will email you the joining link, and send it again on the morning.
Cost
Free.
Can't make it live?
Register anyway and we'll send you the recording.

Questions people ask

Is this a sales pitch?

No. It's 45 minutes of content and 15 minutes of your questions. At the end June will mention the readiness check and offer a conversation to anyone who wants one. That's it.

Will this cover the legal process?

No, and that's deliberate. There's an assumption in the room that you already know it. If you want the legal side, the monthly Lunch and Learn sessions cover it with an employment law specialist.

I am facing redundancy myself. Can I come?

This one's written for the people running redundancy processes rather than the people going through them, so it probably won't give you what you need. Our free resources will be more use, and you're very welcome to them.

What if I can't attend live?

Register and we'll send you the recording afterwards. You'll also get the readiness check either way.

Will I be able to ask questions?

Yes. The last fifteen minutes are yours, and you can put questions in the chat throughout.

Who else will be there?

HR and People professionals from UK employers, mostly between 50 and 1,000 staff, plus some independent HR consultants.

Save your place

It's free, it's sixty minutes, and you'll leave with something you can actually use before your next announcement.

These two help June tailor the session. Both optional.

We'll email you the joining link, the recording afterwards, and the occasional thing June writes that's worth your time. No one else gets your details, and you can unsubscribe at any time.