Leading change
Redundancy script template
Redundancy script template
5 minutes
Letting somebody know their role has been made redundant can be one of the most challenging undertakings for even the most seasoned leader. To handle the conversation that best way you can, you need to be prepared.
Those involved should receive training and support from HR to effectively manage this process, understand how to handle complex emotional responses, and know how to conduct themselves in accordance with employment law.
Below is a structure to help you prepare for the conversation and ensure you cover the essential aspects of the redundancy process.
1
Introduce the purpose of the meeting
Start with a greeting and briefly and clearly outline the purpose of the meeting.
2
Convey key messages
Explain the rationale behind the change to their role (e.g. the role is being made redundant).
Helping someone understand why their role is impacted is important in supporting them through the change.
Clear communication on the timeline is also critical in reducing uncertainty.
It’s important that these messages are clearly communicated:
• Explain the business restructure, providing appropriate context (referring to an organisation chart can help).
• Clearly communicate the reasons for redundancy and be prepared to answer questions.
• Share a clear timeline for implementing the change.
• Remind the employee that roles are made redundant, not people.
• Be clear that this is not related to performance.
• Position this as an organisational decision, not yours.
Tip: At this point stop, assess and monitor the person’s reaction
Helping someone understand why their role is impacted is important in supporting them through the change.
Clear communication on the timeline is also critical in reducing uncertainty.
It’s important that these messages are clearly communicated:
• Explain the business restructure, providing appropriate context (referring to an organisation chart can help).
• Clearly communicate the reasons for redundancy and be prepared to answer questions.
• Share a clear timeline for implementing the change.
• Remind the employee that roles are made redundant, not people.
• Be clear that this is not related to performance.
• Position this as an organisational decision, not yours.
Tip: At this point stop, assess and monitor the person’s reaction
3
Explain the process and next steps
Once the rationale has been explained, clearly outline what this means for them.
The information provided should relate to their circumstances and include next steps, such as redeployment opportunities or separation.
• Provide all relevant documentation.
• Make it clear that redundancy will apply if redeployment is not possible.
• If this is a separation, walk through the redundancy letter and key details including severance, notice period, and exit date.
If career transition services are available, explain what support is available. This can help them navigate what comes next.
The information provided should relate to their circumstances and include next steps, such as redeployment opportunities or separation.
• Provide all relevant documentation.
• Make it clear that redundancy will apply if redeployment is not possible.
• If this is a separation, walk through the redundancy letter and key details including severance, notice period, and exit date.
If career transition services are available, explain what support is available. This can help them navigate what comes next.
4
Conclude respectfully
Acknowledging that it’s a difficult time will humanise the conversation and make your employees feel valued and respected.
• Express care and appreciation
“I’m really sorry to be sharing this news. We’ve genuinely valued your contribution while you’ve been here.”
• Explain that you will brief other team members
• Confirm key dates (notice period, final day, return of property)
• Encourage questions (now or later)
• Remind them of available support services such as Jobaccelerator or EAP (if applicable)
• Express care and appreciation
“I’m really sorry to be sharing this news. We’ve genuinely valued your contribution while you’ve been here.”
• Explain that you will brief other team members
• Confirm key dates (notice period, final day, return of property)
• Encourage questions (now or later)
• Remind them of available support services such as Jobaccelerator or EAP (if applicable)
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