It is the season for Redundancy

Is it just me, or does it seem to be the season for making people redundant?

Having been on both sides of the Redundancy process, I thought I would share a few notes, lessons learnt, and how to move forward. 

Before we get into things, it is crucial to approach redundancy with empathy, integrity, and a commitment to supporting those affected by the redundancy and those who remain. 

The process of downsizing or making employees redundant can be challenging for both the individuals affected and the organisation as a whole. If you are involved in or affected by redundancy, I have found the following check list to be useful:

  1. Do Not make employees redundant before the weekend or holiday!
    • Making employees redundant on their last day of the week is tough. 

  2. Communication
  • Open and transparent communication is crucial. Ensure that affected employees are informed about the situation, reasons for the decision, and the overall process.
  • The one think all employees will remember about any redundancy process was the communication.


  • Provide Support:
    • Offer support services such as counselling, career coaching, or outplacement services to help affected employees transition to new opportunities.


  • Fair and Legal Processes:
    • Ensure that the redundancy process follows all relevant labour laws and regulations. Consult with your HR and Legal professionals to understand and adhere to the legal requirements.


  • Empathy and Sensitivity:
    • Approach the situation with empathy and sensitivity. Understand that employees may be experiencing various emotions, including shock, disappointment, and anxiety.


  • Clear Communication of Benefits:
    • Clearly communicate any severance packages, benefits, or compensation that affected employees will receive. Provide information on timelines and next steps.


  • Maintain Morale for Remaining Employees:
    • The uncertainty and anxiety caused by layoffs can impact the morale of remaining employees. Communicate openly with the remaining workforce to address concerns and maintain a positive work environment.


  • Retain Key Talent and Rebuild Trust
    • Identify and work to retain key talent that is critical to the organisation's success. Losing key employees can have long-term effects on productivity and morale.
    • Acknowledge the impact on trust within the organisation and work towards rebuilding it. This may involve increased communication, transparency, and efforts to address employee concerns.


  • Plan for the Future:
    • Develop a plan for moving forward after the redundancy process. Start with strategies for rebuilding the team, addressing any skill gaps, and ensuring the organisation's ongoing success.

  • It's going to be a Tough Day
    • The day that Redundancies are announced, its going to be tough for everyone.
    • Those being made redundant are going to go home and tell their friends and family.
    • Those making people redundant will have known for some time, but have had to keep it quiet.   



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