When someone is made redundant, it’s not the end of their story – it’s the beginning of a new chapter. The way you handle that transition matters more than you think.
Here’s how employers can meaningfully support team members during the offboarding process:
1. Help Them Reflect and Reframe Their Experience
Many people struggle to articulate their skills when leaving a role they didn’t plan to exit. Help them zoom out and see the bigger picture:
– Offer support in crafting or updating their CV – not just listing tasks, but highlighting impact
– Reframe achievements for future roles – what problems did they solve? What did they improve?
– Encourage them to define their strengths – this builds confidence and makes their next move more intentional
2. Provide Public and Private Endorsement
– Write a meaningful reference that captures their contributions
– Offer a LinkedIn recommendation, if appropriate – visible support goes a long way
– Let them know how they’re remembered by colleagues and clients – this emotional reinforcement is powerful during transitions
3. Offer Constructive and Compassionate Feedback
Support doesn’t mean sugarcoating. Be kind, but honest.
– Share where they excelled and what made them a valuable team member
– Offer suggestions for growth if they’re open to it – this can guide future development
– Frame feedback as a bridge, not a barrier – something to carry forward, not weigh them down
4. Help Them Upskill or Identify Opportunities
Not everyone will know what they want next – and that’s okay.
Help them explore it:
– Recommend courses or certifications relevant to their strengths or interests
– Offer a few paid days or sessions to attend workshops or career coaching
– Invite them to reflect on what they enjoyed vs. what drained them – clarity matters more than a quick rebound
5. Make Introductions and Keep Advocating
The best employers don’t just say “good luck” – they open doors.
– Share relevant opportunities that come across your desk
– Introduce them to industry contacts or recruiters
– Invite them to alumni or professional events where they can continue to build their network
6. Respect the Legal Side – and the Human One
It’s critical to remember: rehiring the same role after a redundancy is illegal. This isn’t about reshuffling – it’s about rethinking.
Take the time to review:
– What has shifted in your business model or structure?
– Are there more efficient ways to get things done?
– Can automation, outsourcing or team restructuring fill the gap more effectively?
Redundancy is a chance to rebuild smarter – not repeat the past.
7. Support Their Mental Health and Wellbeing
Redundancy can be a major life stressor – even for high performers.
Employers can:
– Offer access to EAP (Employee Assistance Program) services
– Remind employees that the decision is not a reflection of their worth or performance
– Avoid radio silence – ongoing communication during their notice period helps reduce anxiety
– Share wellbeing resources such as mental health apps, podcasts or free webinars
8. Communicate Transparently with the Remaining Team
Once redundancies are announced, your team will have questions.
Addressing them clearly helps protect morale and rebuild trust.
– Be transparent about why the decision was made – avoid vague language
– Reassure employees about what this means (or doesn’t mean) for their own roles
– Acknowledge the emotional impact – this isn’t just operational change
– Celebrate the contributions of those leaving – show respect, not silence
9. Use an Offboarding Checklist
Here’s a simple checklist to ensure you’re supporting the outgoing employee while protecting the business:
✅ Book a dedicated meeting to explain the decision clearly
✅ Provide written communication outlining next steps
✅ Share a timeline for final payments, entitlements, and references
✅ Offer LinkedIn and CV support
✅ Collect insights and feedback through an optional exit interview
✅ Offer career transition help or referrals
✅ Communicate changes with internal teams respectfully
✅ Remove access to systems/data securely but with dignity
How TalentVine Supports Ethical Hiring After Redundancy
At TalentVine, we don’t just match roles to recruiters.
We support employers in:
– Rebuilding teams with intention
– Scoping new positions based on current needs – not legacy job descriptions
– Connecting with performance-based recruiters who understand evolving business landscapes
Redundancy is one of the hardest parts of running a business – but it doesn’t have to harm your brand or people.
Redundancy Is a Moment of Truth – Handle It with Care
A thoughtful offboarding experience doesn’t just support the person leaving – it sends a powerful message to the people staying.
It shows that even in tough moments, you lead with empathy, fairness, and integrity.
✨ Support your people.
📈 Strengthen your future recruitment.
🧭 Protect your reputation as an employer of choice.
👋 Want to work with recruiters who help you hire with integrity and evolve your team with purpose? Join TalentVine for free today
