Redundancy is never easy—neither for the employees affected nor for the employers making the decision. While it’s often a necessary step for business restructuring, how an organisation handles redundancies speaks volumes about its values and culture. Employees facing job loss are experiencing uncertainty and stress, and the support provided during this transition can make a significant difference to their future opportunities.
1. Offer Career Transition Support
One of the most practical ways to support employees is by providing career transition assistance. This can include access to career coaching, job search resources, and networking opportunities. Some businesses partner with outplacement services to help staff navigate their next steps, ensuring they don’t feel left in the dark about what comes next.
Need to make staff redundant? Check out my support assistance packages here.
2. Pay for Professional Resume Writing
A well-crafted resume can be the difference between securing an interview or being overlooked. Many employees, particularly those who have been in the same role for years, may not have an up-to-date resume that effectively highlights their skills. Employers can ease this burden by covering the cost of professional resume writing services, ensuring affected staff have a strong, competitive application as they re-enter the job market.
Need to make staff redundant? Check out my support assistance packages here.
3. Provide Financial & Wellbeing Support
Beyond severance pay, consider offering financial planning assistance to help employees manage their budgets while they seek new employment. Employee Assistance Programs (EAPs) can also be invaluable, offering mental health support and counselling to those struggling with the emotional impact of redundancy.
Need to make staff redundant? Check out my support assistance packages here.
4. Be Transparent and Communicative
Uncertainty worsens an already difficult situation, so clear, honest communication is essential. Employers should provide as much notice as possible, offer detailed explanations about entitlements and next steps, and ensure managers are trained to handle these conversations with empathy and professionalism.
5. Facilitate Networking & References
Where possible, connect affected employees with relevant industry contacts, recruiters, or hiring managers. A strong reference from a previous employer can significantly boost job prospects, so ensuring staff know they can rely on positive endorsements is a simple but powerful way to help.
6. Allow Time for Job Searching
If an employee’s redundancy is known in advance, allowing flexible work arrangements to attend interviews or upskill before their final day can be a meaningful gesture. Providing access to online training or LinkedIn Learning courses can also help bridge any skills gaps before they re-enter the workforce.
Redundancy Done Right
Redundancy doesn’t have to leave employees feeling abandoned. By investing in their transition, whether through professional resume services, career coaching, or mental health support, employers can soften the impact and uphold their duty of care. A well-supported exit doesn’t just benefit employees—it also protects the company’s reputation and strengthens relationships with remaining staff.
If you’re an employer navigating redundancies, doing the right thing now can have a lasting positive impact on both your people and your business.
Need to make staff redundant? Check out my support assistance packages here.
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