Managing redundancy brings plenty for HR teams to think about. Alongside a fair and legally compliant process, there are opportunities to make a real difference to how people experience it.

In this episode I share four ways to build a more person-centred redundancy process:

• Preparing line managers to listen, respond to emotions and handle difficult questions.

• Planning employee support and communication outside formal consultation meetings.

• Giving people choice and recognising individual needs.

• Thinking beyond the leaving date, from thoughtful goodbyes to ongoing outplacement support.

If you’re an HR professional or leader planning redundancies, you’ll find practical ideas to help people feel informed, supported and valued. Many cost nothing, but they do need a place in your planning.

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