Getting a Redundancy Consultation Wrong

Making redundancies is one of the toughest responsibilities any manager faces. It impacts livelihoods, morale, and trust in leadership. While the decision itself may be unavoidable, how you handle the redundancy consultation process makes all the difference. Getting it wrong can create risks that last long after the process is complete.

The Legal Risks You Can’t Ignore

Employment law requires that redundancies are managed through a fair and transparent consultation process. That means:

• Explaining the genuine reasons for the proposed redundancies.
• Providing enough information for employees to understand and respond.
• Allowing meaningful consultation before final decisions are made.

If these steps are rushed or overlooked, you could face:

• Unfair dismissal claims – even if the business case was valid.
• Protective awards – if collective consultation rules aren’t followed.
• Employment tribunal costs – which can be lengthy, stressful, and expensive.

In short: the redundancy may have been necessary, but a flawed consultation can make it legally unsafe.

The Reputational Fallout

How redundancies are handled sends a powerful message about your organisation’s values. If employees feel ignored or treated unfairly, trust is broken – and that can ripple far beyond the workplace. Disappointed ex-employees may share their experiences publicly, making it harder to attract and retain the right people in the future.

The Human Impact on the Whole Team

Redundancy doesn’t just affect those leaving. Remaining employees are watching how the process unfolds. If consultation feels like a tick-box exercise, it damages morale and trust across the team. Survivors of a poorly managed process often report anxiety, disengagement, and even resentment towards leadership. This “survivor syndrome” can quietly undermine productivity long after the redundancies are complete.

How to Get Consultation Right

For managers, the key is to approach consultation with both compliance and compassion in mind:

• Plan thoroughly: Know your business rationale and prepare to explain it clearly.
• Communicate openly: Keep employees informed and allow space for real dialogue.
• Treat consultation as genuine: Show that you are listening and open to alternatives.
• Seek expert support: Professional HR advice helps you stay compliant and avoid costly mistakes.

Protect Your Business – and Your People

Redundancy is never easy, but handled with care it can be both compliant and compassionate. At Breathing Space, we provide a Redundancy Support Package designed to guide managers through every step – from planning and consultation through to communication and aftercare.

👉 If you’re facing the difficult prospect of redundancies, don’t take the risk of getting consultation wrong. Let us help you navigate the process with confidence, compliance, and care.