Redundancy Process
A genuine restructure managed with clean consultation documentation, respectful communication, and a defensible end-to-end process—reducing dispute risk and supporting a dignified employee experience.
At-a-glance
Service area: Change & Redundancy
Client type: Small business / restructure context
Industry: Operational SME
Engagement outcome: Consultation completed properly; documentation uplifted; termination steps executed cleanly
Confidentiality: Details anonymised and may be representative to protect privacy.
The situation
The business needed to change its operating model due to evolving commercial realities. A role (or set of duties) was no longer required in its current form, and leadership wanted to manage the change respectfully while ensuring the redundancy process was genuine and defensible.
The business was also conscious that redundancy conversations—if rushed or poorly documented—can create significant risk, even where the change itself is legitimate.
Risks we needed to manage
Genuine redundancy requirements: ensuring the role is no longer required and the process is credible
Consultation obligations: meeting any applicable award/industrial instrument consultation requirements
Redeployment risk: ensuring reasonable redeployment options are properly considered and documented
Communication risk: maintaining dignity and clarity without over-explaining or creating contradictions
Documentation quality: keeping a clean evidence trail of rationale, consultation, and decisions
Practical execution: ensuring final steps (notice, payments, handover) are accurate and orderly
Our approach
Business rationale and role mapping
Confirmed the operational change and documented why the role/duties were no longer required.Consultation pathway design
Set a consultation plan with clear steps, timing, and consistent messaging for managers.Documentation and communications pack
Prepared consultation letters, meeting scripts, and note-taking templates to ensure consistency and evidence discipline.Redeployment and alternatives testing
Structured how redeployment options would be identified, assessed, and documented.Decision and completion
Supported leaders to close the process respectfully, accurately, and in a way that reduced the likelihood of dispute.
What we delivered
Redundancy rationale summary (plain-English, defensible, business-led)
Consultation letter(s) and meeting scripts (first meeting, follow-up, outcome)
Consultation documentation templates (notes, questions, response capture)
Redeployment checklist and assessment framework
Outcome letter (redundancy confirmation) and completion steps guidance
Practical manager guidance: tone, sequencing, and what to avoid saying
Record-keeping pack to evidence the process end-to-end
The outcome
The business completed the redundancy process with clear documentation and consistent communication. Consultation was handled properly, redeployment options were considered and evidenced, and the final decision and execution steps were managed with dignity.
The process reduced dispute risk by ensuring the business could demonstrate a genuine operational reason, an appropriate consultation pathway, and a properly considered redeployment assessment.
Key takeaway for SME leaders
Redundancy risk is rarely about the business rationale—it’s usually about process and communication. A clean consultation pathway, consistent scripts, and defensible documentation protect the business while ensuring employees are treated with respect.
Need to restructure and want a clean, defensible redundancy process?
Book a Free Intro Call and we’ll map the safest pathway for your situation.