Making someone redundant is probably one of the hardest things you’d ever have to do as a leader. You know that it’s a conversation that can shake someone’s work – and yours.
But it’s also a moment that defines your leadership.
Whether you’re the one making the decision or the messenger, handling redundancy can be one of the biggest career challenges.
So, how do you do it with humanity, clarity, and care?
Understand the Weight of the Decision
While redundancy is a business decision, it’s not just about the numbers—it impacts people, families, and lives.
If you’re making the decision, ensure that redundancy is the only viable option. Have you explored alternatives like reduced hours, role reassignments, or voluntary exits?
If redundancy is unavoidable, or the choice is out of your hands, but you’re the one managing the process, be sure to approach it with the gravity it deserves.
Prepare Thoroughly
“On the day, HR let me down and couldn’t make the meeting. With hindsight, I wish I’d prepared more as I’d assumed they would lead the conversation”.
This isn’t a conversation you wing, so make sure that you take these steps before speaking to your staff.
● Know Your Facts: Understand the business reasons behind the decision. Be ready to explain them clearly.
● Plan the Conversation: Choose a private setting. Allocate enough time. Anticipate questions.
● Coordinate Support: Have HR present if possible. Prepare any necessary documentation.
Preparation shows respect for both the individual and the process.
Communicate with Clarity and Compassion
When it’s time to deliver the news, be honest, direct, and kind. Say it simply: “I have some difficult news to share. Due to [reason], your role is being made redundant.” Don’t dress it up in jargon or vague platitudes – people can see straight through that.
Hold the silence. Let the words land.
Give them time to react, to feel whatever they need to feel. This is going to be emotional. Let it be. You don’t need to fix it; you just need to hold space.
The most important thing is to be fully present. This is not a box-ticking moment. This is someone’s life. So listen, acknowledge, and treat them with the dignity they deserve.
Provide Practical Support
Redundancy doesn’t end with the conversation. For the person affected, it’s just the beginning of a whole new reality, so your support in those next steps matters.
Be clear about what happens next. Walk them through the timeline, their notice period, and what they’re entitled to in a way that makes sense, not just legalese.
If your organisation offers outplacement support, mental health resources, or career coaching, now’s the time to bring those to the table. And if you don’t? Point them to trusted resources anyway. Show that you care beyond the contract.
Most importantly, let them know you’re available. You’ll answer questions, chase clarity, or just be there if they need someone to talk to.
Reflect and Learn
Once the dust settles, take a moment to look inward.
Ask yourself what went well and what you’d do differently next time. If it feels appropriate, ask the person who was affected how the process felt for them. You might not always get the chance, but when you do, it’s powerful.
“I had to manage a team through redundancy while I’d retained my role. I would literally get in my car at the end of every day and cry. While of course it was worse for them, it did really affect me”.
Remember the rest of your team. Redundancy impacts more than just the person leaving; it ripples through the whole culture. Be transparent, be available, and don’t sugarcoat the hard stuff, but do respect privacy.
Finally, check in with yourself. These decisions are heavy, and they stick with you. Give yourself the space to feel them. Talk it through with a peer, a mentor, or someone you trust.
Making someone redundant is never easy. But when handled with empathy and integrity, it can be a moment that upholds dignity for both parties.
About Mums in Marketing
Mums in Marketing is a global community dedicated to supporting and empowering mums in marketing and the creative industries. We provide a safe space for members to share experiences, gain insights, and build valuable connections, all while balancing the demands of career and motherhood.
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