Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today

Personnel Today

Register
Log in
Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today

Latest NewsMental healthEmployee Assistance ProgrammesRedundancy

Supporting employees following redundancy: a guide for HR

by Stephen Simpson 28 Mar 2022
by Stephen Simpson 28 Mar 2022 SB Arts Media / Shutterstock
SB Arts Media / Shutterstock

Providing assistance to exiting employees helps employers save costs and complete the redundancy procedure with less interruption to business, by portraying a good image to stakeholders. How can HR go the extra mile to ensure that redundant employees are treated fairly and respectfully during a stressful and challenging time?

Further resources for HR

Podcast: Managing redundancy exercises effectively and with empathy

Good practice guide on supporting redundancy survivors

Model redundancy policy

1. Target support at the right people

When it comes to allocating assistance, employers should base the decision about who receives support in a fair and inclusive way.

However, employers may find that some employees do not want or need access to support. There are a range of reasons why an employee might need little or no assistance, including that they have:

  • a clear plan about what they want to do next;
  • decided to retire; or
  • negative feelings towards their employer following their redundancy.

On the other hand, certain categories of exiting employees are more likely to need assistance. These include:

  • long-serving employees, who are likely to have suffered the greatest negative emotional impact and will have been out of the job market for a long time;
  • middle-career employees, who are likely to be in established jobs and have financial responsibilities;
  • employees who are new to the world of work, such as younger apprentices, graduates, and school leavers; and
  • employees with a particular specialism or in a senior role, who are likely to find re-employment more challenging as they may be looking in a small pool of opportunity.
  • Supporting employees following redundancy: more on why HR must assist exiting employees

2. Provide effective in-house support

To promote cost efficiency, there are some aspects of assistance that can be provided in-house, as long as adequate resources are available to ensure that they are delivered effectively.

Services that are suited to in-house provision include:

  • access to occupational health, employee assistance programmes and mental health first-aiders;
  • information packs that include sources of support and job-seeking advice;
  • training by suitably qualified members of staff to increase chances of re-employment, such as CV writing;
  • mentoring or coaching by suitably qualified staff members to address any developmental needs, discuss future employment options and set goals; and
  • access to internal and external e-learning platforms and other development sites to increase knowledge and skills.
  • Supporting employees following redundancy: more on defining the scope of assistance

3. Think about engaging outplacement providers

Did you know?

Employers have a legal obligation to provide employees who have at least two continuous years’ service (by the time their notice is due to expire) and have been given notice of redundancy with a reasonable amount of paid time off workrelx_copyright – This article is Brightmine content – Copyright 2024 LexisNexis Risk Solutions to look for new employment or make arrangements for training for future employment.

Employers that are engaging outplacement providers should consider researching and meeting with several providers before deciding which to use.

It may be appropriate for the employer to work with multiple outplacement providers based on employees’ needs and the capabilities of the various providers.

For example, the employer might work with an outplacement provider for general outplacement services and another specialist provider, such as one that offers CV writing services. A rigorous selection process will ensure that employees receive the help they need, and that the employer gets value for money.

Employers should consider employees’ individual needs when determining which outplacement services to engage. For example, employees may benefit from detailed programmes covering:

  • one-to-one career coaching to support the employee with career decisions;
  • practical issues, including how to job search within advertised roles;
  • networking;
  • CV writing; and
  • advice on how to get the best out of LinkedIn.

Alternatively, employees may gain more benefit from less detailed, shorter and perhaps more cost effective programmes that focus on giving guidance around the practical steps when applying for jobs.

  • Supporting employees following redundancy: more on selecting an outplacement provider

4. Consider alternatives where outplacement is unaffordable

Realistically, some employers will not be able to afford to contract out outplacement assistance. However, they can still help exiting employees with free or less costly assistance, including by providing details about sources of information or advice services.

There is a wide variety of free or low-cost advice, support, information and training available to employees who have been made redundant.

Employers can compile and distribute a resource pack of up-to-date local and national reference material relevant to assisting exiting employees, particularly where outplacement is not an option. An online version may be an easy alternative option.

It is important that the employer customises resource packs to the needs of each employee as much as possible and keeps the amount of information manageable to ensure that the recipient does not feel overwhelmed.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Such resources are likely to increase employees’ confidence in their ability to compete for jobs and encourage proactive job searching.

  • Supporting employees following redundancy: more on alternatives to outplacement support

Benefits of supporting exiting employees

  • Maintaining the internal and external reputation of the organisation: In assisting exiting employees, organisations can maintain good community and investor relations and maintain the employer brand. They can also help to ensure that their organisation remains attractive to good employees.
  • Improving the wellbeing, morale, and retention, of remaining staff and reducing absenteeism levels: Where employers assist employees, this decreases stress among retained managers and other members of staff and helps to maintain performance levels.
  • Reduced likelihood of employees challenging the decision to dismiss: If employers provide employees with assistance in dealing with the effects of redundancy, the employees are less likely to issue proceedings in the employment tribunal, reducing legal costs and time spent defending claims.
  • Upskilling staff: There may be an opportunity to upskill and train employees at risk of redundancy with a view to deploying them elsewhere in the business and upskill remaining staff who may be involved in the outplacement process.

Employee relations opportunities on Personnel Today


Browse more Employee Relations jobs

Stephen Simpson

Stephen Simpson is Principal HR Strategy and Practice Editor at Brightmine. His areas of responsibility include the policies and documents and law reports. After obtaining a law degree and training to be a solicitor, he moved into publishing, initially with Butterworths. He joined Brightmine in its early days in 2001.

previous post
How to support employees with long Covid
next post
New law could make ferry operators pay minimum wage

You may also like

Tribunal finds need for degree in redundancy selection...

14 May 2025

Construction workers win compensation claim against defunct employer

9 May 2025

British Steel puts brakes on redundancy process

23 Apr 2025

British Steel: MPs recalled to enable nationalisation

11 Apr 2025

Met Police cuts 1,700 officers and staff in...

3 Apr 2025

Top 10 HR questions March 2025: Carrying over...

2 Apr 2025

Sky to close call centres cutting 2,000 jobs

28 Mar 2025

Reasons behind Dundee University job losses to be...

28 Mar 2025

British Steel to shed 2,700 jobs at Scunthorpe...

27 Mar 2025

April 2025: What’s coming up for HR?

21 Mar 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today