Supporting Redundant Employees: Best Practices for HR Leaders

Letting employees go is never easy. For HR leaders, redundancies are among the most challenging responsibilities, requiring both strategic planning and a human-centered approach. How you manage these transitions doesn’t just affect those leaving—it also impacts your remaining employees and your company’s long-term reputation. Implementing best practices for redundancy support ensures that departing employees move forward with dignity while protecting your organisation’s employer brand.

Why Supporting Redundant Employees Matters

A redundancy isn’t just a job loss; it’s a major life transition. Employees who feel unsupported are more likely to share negative experiences on platforms like Glassdoor, LinkedIn, and social media, affecting your ability to attract top talent in the future. Investing in structured outplacement services can help mitigate these risks while demonstrating corporate responsibility.

Best Practices for Managing Redundancies Effectively

1. Communicate Transparently & Compassionately

A poorly handled redundancy announcement can create confusion, resentment, and long-term brand damage. HR leaders must ensure that employees receive clear, honest and empathetic communication about why redundancies are happening and what support is available.

Best Practice:

• Deliver redundancy news in private, face-to-face conversations when possible.
• Provide a written redundancy package outlining financial support, next steps and available resources.
• Offer opportunities for employees to ask questions and seek clarification.

2. Provide Practical Outplacement Support

Helping employees transition smoothly into new opportunities reduces stress and uncertainty, giving them confidence in their next steps. Outplacement services—including resume support, job search coaching and interview preparation—equip individuals with the tools they need to move forward.

Best Practice:

• Partner with professional outplacement providers to offer career coaching and resume assistance.
• Encourage employees to leverage AI-powered resume optimisation tools for job search success.
• Provide LinkedIn profile optimisation and networking strategies to help them connect with potential employers.

3. Support Remaining Employees to Maintain Morale

The impact of redundancies extends beyond those leaving. Remaining employees may feel uncertain about their own job security, leading to decreased productivity and engagement. HR leaders must proactively manage workplace morale to prevent turnover and rebuild trust.

Best Practice:

• Hold open Q&A sessions with leadership to address employee concerns.
• Reinforce the company’s long-term vision and stability to ease uncertainty.
• Recognise and appreciate the contributions of both departing and remaining employees.

4. Protect Your Employer Brand & Reputation

How you handle redundancies shapes public perception of your organisation. Employees who feel supported are far more likely to speak positively about their experience, even after leaving.

Best Practice:

• Implement structured offboarding and exit interviews to understand employee concerns.
• Monitor company reviews on Glassdoor and LinkedIn, responding professionally to feedback.
• Use case studies and testimonials from successful career transitions to showcase your commitment to employee support.

The Bottom Line: Redundancy Done Right

Redundancies, when handled with care, can reinforce your company’s values, strengthen employee trust, and protect your reputation. Investing in outplacement support doesn’t just help employees—it ensures your organisation maintains credibility and resilience in times of change.

Book a Free Consultation

If you’re an HR executive or manager looking for expert outplacement solutions, we’re here to help. Book a free consultation today to explore how we can support your organisation in managing redundancies effectively and ethically.