gap hr services logo white
HR Services and Employment Law specialist: For Employers
Menu
gap hr services logo white
HR Services and Employment Law specialist: For Employers
Call Us: 01491 598 600 Email Us: cw@gaphr.co.uk

  • Home
  • Services
    • Architects HR
    • Golf HR
    • Hospitality HR
  • Quizzes
    • Quiz
    • Redundancy Quiz
    • Contract Quiz
    • Disciplinary Quiz
  • Resources
    • Blog
    • Redundancy
    • Disciplinaries
    • FAQs
    • Contracts
    • Settlement Agreements
  • About us
    • HR Case Studies
  • Contact us

Redundancy announcement script – general meeting

Written by Carolyne Wahlen

Why The Redundancy Announcement Script?

A redundancy announcement can be a very hard thing to do.

It is one of the most unpleasant tasks that you will have to do, telling staff that their position in the company is potentially no longer needed.

Unfortunately, it is a task that nearly every employer will have to do at some point in their working career.

Nobody relishes this task, which is why we created this redundancy announcement script.

redundancy announcement

It can be scary trying to formulate how to begin the meeting – especially if you don’t want to hold this meeting in the first place.

I know how I am if there is a task I don’t really want to do: I will either put it off until it is almost too late, or I will rush it, getting it over with as quickly as possible.

Unfortunately, in the case of a redundancy announcement, haste can lead to you using the wrong words, which leaves the business open to being sued for unfair dismissal (click here to see our page on this), as well as leaving the
staff even more upset than they would otherwise have been.

As I’ve seen so many employers struggling with the wording to use, I’ve devised the redundancy announcement script to help you out through the meeting.
 
 

What is the meeting?

This script is for the general meeting, without offering voluntary redundancy – and with roles for staff to apply for. This is the first meeting in the redundancy process.

For employees, there are not normally any difficult questions to answer – this will be a shock to them. Do not worry about trying to make the statement any “nicer” than it is. Those who you are speaking to will not be listening to any nuances – they will be in shock.

You don’t have to use it word for word, and please do put the redundancy announcement script into your “voice”.

But you do need to keep the essential parts:

  1. That the roles are at risk of redundancy. They are not redundant.
    Using the wrong words in the redundancy announcement script means that you are open to an unfair dismissal claim at tribunal. As long as you put the words “at risk” in there, the danger is much lower.
  2. Keep it short and sweet. This is a five minute announcement, with some questions afterwards. The redundancy announcement will be a shock to the staff, even if they have been expecting it.
    Do not go into lots of detail, and convoluted explanations of what went wrong. They are not able to hear what you are saying because they are in shock.
  3. NEVER burst into tears and say that this is the worst day in your life, and that it is so difficult for you. You still have your job, they probably won’t have one soon.
    They are worrying about paying the bills next month. Your role is to be fair and reasonable and focus on them, not on your own pain.

They will want more details about the situation than we would include in the redundancy announcement script. But these are often best answered on a one-to-one basis in the individual consultation meetings.
The problem with having questions in the redundancy announcement meeting is that they can get aggressive and accusing, which is not great if everyone is there.
So, if the questions are headed in that direction, we recommend ending the redundancy announcement meeting and saying that you will be happy to answer any questions anyone has in the individual meetings.

redundancy announcement

The redundancy announcement script contains all you need to begin the redundancy process. If there are any concerns that you have about making your employee(s) redundant, feel free to schedule a free 15-minute consultation meeting with me, using the Calendly link in the sidebar.

When starting the redundancy process, another thing that you should be aware of is the cost to the employer. Thankfully, there is an easy way to calculate how much each employee will get. Read our article about it here.

How useful was this post?

Click on a star to rate it!

Average rating 5 / 5. Vote count: 1

No votes so far! Be the first to rate this post.


If you have any other questions about the redundancy process, feel free to visit our Redundancy page, call us on 01491 598 600 or email us on cw@gaphr.co.uk.

Filed Under: Redundancy

golf hr book

Click here to download


ticks

Never worry about going to tribunal again!

BOOK NOW!

Do it, before it's too late!

carolyne wahlen

About Carolyne

Carolyne has run a successful business since 2003, is a well-respected speaker, and author of all things HR. There are many, many business owners across the country who have had their very stressful employee issues magically disappear because they’ve teamed up with Carolyne and Gap HR.

Why Gap HR?

We exist to help you stay legal, compliant and profitable, without shelling out for an in-house HR manager. Over 180 clients benefit from the experience and expertise of the Gap HR team.

 

Call us on 01491 598 600

Email me on cw@gaphr.co.uk

 

Click here to download

Ask a Question

  • If you are an employee and feel that you have been treated badly, then we strongly advise you to contact ACAS:

    Call the ACAS Helpline on 0300 123 1100 for free support and advice.

    Simply get in touch and they'll provide you with clear and confidential guidance about any kind of dispute or query that you have about relationship issues within the workplace.

    You may want to know about employment rights and rules, best practice or you may need advice about a dispute.

    Whatever it is, just give ACAS a call, their team are on hand to respond within the hours: Monday-Friday, 8am-8pm and Saturday, 9am-1pm.

  • This field is for validation purposes and should be left unchanged.

Where our clients are:

View Gap clients in a full screen map

“We have been using Gap HR for several years now. Carolyne and her team are professional and efficient and we would not hesitate in recommending them for small businesses. It is a great relief to know we are supported by them for our HR advice and paperwork is kept up to date.”

Deb Green, Vermatech Pest Control

“I have been working with Carolyne and her team for 6 years now , when I first purchased 2Excel Logistics I found the HR scary as I wanted to do the right thing for my staff , with Gap HR on my side this all seemed easy and we have gone from 9 staff to 28 with no hassle what so ever , thank you to all at Gap HR”

Justin Wilkie, 2Excel Logistics

“So pleased to be working with Gap HR. They’ve straightened us out in no time. Their pricing is clear and they really know what they are talking about.”

Ashley Lewis, Wallingford Tiles and Bathrooms

“We are a growing company but do not have facilities in house yet for HR services in house. Gap HR is our go to service for all kinds of advice about HR for our business and we have found them very reliable, communicative and efficient. Would definitely recommend them”

Helen Gordon, Kitecreative

“Carolyne and team continue to provide great support to our business, with quick and accurate responses to help with our various HR needs.”

Gap HR Services Logo

“Gap HR have been at our side for a number of years now and are a great help in dealing with our HR needs”

Copyright © 2022 Name & Registered Office:

Gap HR Services Ltd.
Wallingford Road, Goring, Reading, RG8 0HN, UK
Phone: 01491 598 600

Company No. 08146299 | Contact us | Privacy & Cookies Policy | About this Website