Managing redundancy and leading people positively through change - 2 days

Managing redundancy and leading people positively through change

About this course

This course has been specifically designed to answer the difficult technical and practical questions that both managers and even HR professionals are faced with in redundancy situations. The course will equip delegates with the theory and the skill set to practically apply what they have learnt. The course will begin by familiarising delegates with what constitutes redundancy, the fundamentals of the law relating to redundancies and other related legislation. The course will outline the various stages of the redundancy process and how they must be managed. Delegates will also gain a detailed insight into the consultation process and learn valuable techniques and methods that they will be able to practice in the actor based role play session.

Unlike many other open courses on managing redundancy, our course will also cover areas that are not directly related to employment law, but are essential for maintaining moral and productivity in the organisation. Primarily, the focus will be on leading the people left behind positively through the change as a result of the redundancies. The course will examine the role of HR and line managers in managing guilt, morale and stress in the workplace as a result of the redundancies and the different scenarios and mind sets they may be confronted with.

Finally, to ensure that learning actually takes place, we will use actor based role play to allow delegates to put theory into practice. Actors will take on the roles of both employees going through the consultation process as well as those that are retained and will exhibit a number of emotions that the delegate managers will need to deal with effectively. 

Day One


  • Redundancy Situations – the moment of truth in the employment relationship?
  • What is redundancy?
  • Avoiding redundancy
  • Notifying the DTI
  • Establishing a clear, fair and transparent selection criteria
  • Formulating and applying the selection criteria
  • Voluntary Redundancy
  • Early retirement and redundancy
  • Automatically unfair reasons
  • Indirect discrimination and selection



  • Consultation – collective and individual
  • Suitable alternative employment
  • Time off to look for new work or for training
  • Redundancy Pay
  • Good Practices
  • Establishing a redundancy procedure
  • Redundancy Checklist





  • Leading people positively through change, before, during and after the redundancy process
  • The role of the line manager during change
  • Hats Off to your line managers
  • Change Tools



  • Survivor Syndrome – managing those people who are left
  • Review and end of Day One

Day Two


  • Breaking the news of redundancy and handling difficult conversations
  • How to structure the interviews
  • Key behaviours and skills required
  • Dealing with tricky interview situations



  • Role Plays – “Having the Courage to have the Conversation”
  • Scene Setting – the benefit and process of actor based role play
  • Delegates to be divided into syndicates and case scenarios distributed.
  • Planning and Preparation
  • Application
  • Feedback and Reflection




  • Continuation of Role Plays
  • Planning and Preparation
  • Application
  • Feedback and Reflection



  • Planning and Preparation
  • Application
  • Feedback and Reflection
  • Learning Review
  • Evaluation
  • End


Who this course will benefit

  • Understand the employment law framework surrounding redundancy and hear an update on recent case law
  • Get to grips with the legal guidelines on information and consultation
  • Gain tools and techniques for applying the law effectively in your organisation
  • Ask key HR questions and receive best practice advice from our specialist trainer
  • The Employment Rights Act and other key legislation 
  • When to consult and who to notify 
  • The principles of consultation 
  • Selection criteria 
  • Alternatives to redundancy 
  • Dismissal and redundancy pay
  • Managing change positively before, during and after the redundancy process

© Copyright Firovia Consulting 2012