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More Redundancies to Come in 2023 – How Can Your Business Prepare?

8 min read
more redundancies coming in 2023 and how to prepare your business

Organisations across the UK are bracing themselves for the difficult reality of another surge in redundancies.

The economic landscape, already shaken by the profound disruptions caused by the pandemic, continues to undergo significant transformations. The effects of the pandemic, combined with other factors such as technological advancements and changing market dynamics, have created a perfect storm leading to a rise in job cuts. 

According to a recent ACAS study, 3 in 10 employers are planning to consider redundancy in their organisation in the coming months. In light of these projections, it is crucial for organisations to proactively prepare and navigate this complex terrain.


In this article, we will explore strategies and actionable steps that organisations can take to effectively handle a potential redundancy situation and minimise the impact on both employees and the business as a whole.

Current Climate in the UK

From the ongoing repercussions of Brexit to the enduring effects of the COVID-19 pandemic, the UK’s economic landscape remains challenging and uncertain. These factors, coupled with rising inflation and supply chain disruptions, have created a complex environment that businesses must navigate strategically.

SMEs have been particularly vulnerable to these economic challenges. Limited access to resources, funding, and expertise has made it more difficult for them to adapt to the changing landscape. Businesses in the UK are now faced with the task of adapting their strategies and operations to remain competitive in this challenging economic climate.

Part of these strategies for some organisations might include workforce reductions – also known as redundancies. This is a painful decision for many business owners, but sometimes a necessary one.

Why Redundancies Should be Approached Carefully

The decision to implement redundancies within an organisation is a delicate matter that requires careful consideration. While they may be necessary to address financial challenges or operational adjustments, it is crucial for businesses to approach redundancies with sensitivity. Failing to do so can have significant negative repercussions. Here are key reasons why redundancies should be handled carefully:

  • Lowers Morale and Productivity

Redundancies can have a serious impact on the morale and productivity of the remaining employees.

Research by Leadership IQ highlights that 74% of employees notice a decline in their own productivity following redundancy in the workplace. Witnessing colleagues being let go can create feelings of uncertainty, fear, and anxiety in the workforce. The resulting drop in morale can lead to decreased productivity, increased absenteeism, and a general sense of disengagement.

  • Reduces Sense of Job Security

When redundancies occur, remaining employees may experience a heightened sense of job insecurity. The fear of being the next one affected by job cuts can cause talented employees to seek opportunities elsewhere, leading to increased turnover rates. Losing valuable staff members can further disrupt operations, affect team dynamics, and impede organisational growth.

  • Affects Employer Brand

How redundancies are managed can significantly impact an organisation’s employer brand and overall reputation. Mishandled redundancies can create negative perceptions among employees, potential candidates, and the wider public. Negative word-of-mouth, poor reviews on employer review sites, or negative media coverage can tarnish the organisation’s reputation and make it more challenging to attract top talent in the future.

Identifying Potential Redundancies

To navigate the process of redundancies effectively, it is crucial for organisations to identify the areas where job cuts may be necessary. Here are key steps to identify potential redundancies:

  • SWOT Analysis

Conduct a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) to gain insights into your organisation’s market position and anticipate future demands. Evaluate external factors, such as shifts in customer behaviour or emerging market trends. Identify areas where the organisation may face challenges or where there may be reduced demand for certain products or services.

This analysis can help identify departments, functions, or roles that may become less relevant or require restructuring, potentially leading to redundancies.

  • Assessing the Impact of Technological Advancements

Technological advancements have the potential to automate tasks and reshape job roles within organisations.

Conduct a comprehensive assessment of how emerging technologies, automation, and artificial intelligence may affect different functions and job roles. Identify areas where technology can replace or streamline certain tasks, potentially rendering some job positions redundant. This analysis helps determine the potential impact of technology on the workforce and informs decisions regarding job restructuring or redundancies.

  • Evaluating the Financial Health and Stability 

Analyse the financial health and stability of the organisation to identify areas where cost-cutting measures may be necessary. Assess departmental or project budgets and their alignment with strategic goals. This evaluation provides insights into areas where efficiencies can be achieved, potentially leading to job redundancies.

How to Prepare 

Preparing for redundancies requires a strategic approach to minimise the impact on employees and the organisation as a whole. By taking certain steps, organisations can navigate this challenging process more effectively. Let’s take a look at ways organisations can prepare:

  • Get a Robust Redundancy Policy in Place

Having a well-defined redundancy policy is crucial for ensuring consistency, fairness, and compliance with legal requirements. Review and update your organisation’s redundancy policy to align with current legislation and best practices. The policy should outline the process for identifying redundancies, consultation procedures, selection criteria, and support measures for affected employees.

  • Freeze Recruitment and Upskill

To minimise the number of redundancies needed, consider implementing a freeze on recruitment. Evaluate your current workforce needs and determine if existing employees can be redeployed or upskilled to fill any skill gaps. This approach allows you to optimise your existing workforce.

  • Offer Voluntary Redundancy

If your organisation is required to look at redundancy, it may be appropriate to start by offering voluntary redundancy in the first instance. This can help avoid the inevitable anxiety caused by redundancy, whilst allowing those who would be prepared to leave the organisation to benefit from a redundancy payment.

  • Redefine Job Roles and Responsibilities

Assess the skills, competencies, and tasks required for each role to ensure alignment with current and future business needs. This exercise may involve restructuring departments, consolidating roles, or identifying areas where job functions can be combined or streamlined.

  • Implement Effective Workforce Planning

Develop a robust workforce planning strategy to align your workforce with the organisation’s long-term goals. Conduct a thorough assessment of the skills and capabilities of your employees, identifying areas of strength and potential skill gaps. This information can help inform decision-making during redundancies and ensure that the organisation retains the necessary talent for future success.


Mitigating the Impact of Redundancies

While redundancies can be a challenging and unsettling time for both employees and the organisation, there are proactive ways to mitigate the impact and support those affected, such as:

  • Creating a Supportive Work Environment

During times of redundancies, it is crucial to foster a supportive and compassionate work environment. Leaders and managers should demonstrate empathy and understanding, acknowledging the emotional impact that redundancies can have on employees. Encourage open dialogue, provide forums for employees to express their concerns, and offer access to mental health resources or counselling services. By prioritising employee wellbeing and creating a culture of support, organisations can help individuals cope with the challenges they may face.

  • Offering Career Transition Support and Outplacement Services

Provide comprehensive career transition support to employees affected by redundancies. Outplacement services, such as career coaching, CV writing assistance, job search resources, and interview preparation, can greatly assist individuals when looking for new jobs. These services demonstrate the organisation’s commitment to helping employees with their career transitions. Offering such support not only alleviates the practical challenges but also helps employees maintain their confidence and motivation during the transition period.

  • Maintaining Open Lines of Communication with Employees

Effective communication is paramount during times of redundancies. Establish open and transparent lines of communication to keep employees informed throughout the process. Provide regular updates regarding the progress of redundancies, timelines, and resources available. Address employee questions and concerns promptly and honestly. Clear communication helps alleviate uncertainty, reduces anxiety, and fosters trust between employees and the organisation.

  • Supporting Remaining Employees

In addition to supporting redundant employees, it is important to provide ongoing support to the remaining employees. Research shows that 42% of ‘surviving’ employees are expected to take on more work following a redundancy process, which can directly impact morale.

Addressing any concerns these employees may have about their own job security and role expectations and providing reassurance about the organisation’s future is key.

Offer opportunities for upskilling and professional development to enhance their skills and value within the company. By investing in the development and wellbeing of the remaining employees, organisations can maintain engagement and productivity during times of change.

Legal Considerations and Obligations 

Organisations must be aware of the legal requirements in the UK in respect of redundancies if they want to avoid an employment tribunal. Compliance with these regulations is essential to ensure a fair and lawful process.

  • Understanding UK Employment Law

Familiarise yourself with the specific UK employment laws and regulations that relate to redundancies. The key legislation includes the Employment Rights Act 1996 and the Trade Union and Labour Relations (Consolidation) Act 1992. Stay updated on any changes or updates to these laws to ensure compliance. The legislation will outline how to undertake the correct procedure and employees’ redundancy rights including the entitlement to time off to look for other employment.

  • Consulting with HR or Legal Professionals 

Seek guidance from HR or legal professionals with expertise in employment law to ensure your organisation complies with any statutory obligation it needs to. They can provide invaluable advice on the correct procedures, legal requirements, and best practices. Engaging with professionals early in the planning stage helps avoid potential legal pitfalls and ensures that redundancies are carried out as per the law.

  • Conducting a Consultation Process

In the UK, employers are required to engagement in meaningful consultation with affected employees or employee representatives during the redundancy process. This ensures redundancies are made in a fair and objective way.

Consultation serves as an opportunity to discuss a proposed redundancy, explore suitable alternative employment, and provide individuals with an opportunity to voice their opinions and suggestions. The length and nature of the consultation period depend on the number of employees being made redundant.

Consultation processes must allow for meaningful engagement with employees or employee representatives, rather than just being a tick-box exercise.

  • Statutory Redundancy Pay

Employers must ensure compliance with minimum statutory redundancy payment (or contractual redundancy pay as per their organisation’s policy and employee’s employment contract). Statutory redundancy pay is based on an employee’s length of service, age, and weekly pay.

Organisations must calculate redundancy payments, be that statutory or enhanced redundancy pay, accurately and also communicate these payment details clearly to employees and provide them with the necessary information and documentation.

  • Avoiding Unfair Dismissal and Discrimination

When selecting employees for redundancy, it is crucial to adhere to fair and non-discriminatory practices. Avoid any form of unfair selection, such as selecting individuals based on gender, age, race, disability, sexual orientation or another protected characteristic (or be sure to attend an employment tribunal for unfair dismissal).

Implement clear and objective selection criteria that are based on legitimate business needs, such as skills, performance, qualifications, or experience. Consistency and transparency are essential to ensure fairness and avoid potential legal disputes.

redundancies coming in 2023 and how to prepare your business

  • Documenting the Redundancy Process

Maintain detailed documentation throughout the redundancy process, including meeting minutes, communications, selection criteria, and consultation records. Proper documentation serves as evidence of compliance with legal obligations and can be valuable in case of any legal challenges or disputes. Keep records of the steps taken, decisions made, and communication exchanged with employees to demonstrate a fair process.

The Role of Leadership in Times of Change 

Effective leadership and management play a critical role in guiding the organisation and supporting employees through the challenges they face as a result of redundancy. Although a huge 74% of managers are reportedly not trained or equipped in dealing with redundancy processes. Here’s why it’s so important:

  • Communicating Transparently and Honestly

Transparent and honest communication is key during times of change and redundancies. Leaders should provide clear and timely information about the reasons behind the redundancies, the organisation’s financial situation, and the impact on employees. Avoid withholding information or providing misleading details that can break down trust. Communicate openly about the steps being taken to support affected employees and address any concerns or questions with transparency.

  • Providing Strong and Empathetic Leadership

Leadership that demonstrates strength, empathy, and compassion is crucial during times of change. Employees need reassurance and support from their leaders as they face uncertainty. Actively listen to employees’ concerns, show understanding, and provide guidance. Be accessible and approachable, ensuring that employees feel comfortable discussing their fears and seeking support. Effective leadership during these times can help maintain morale, reduce anxiety, and foster a sense of trust and unity.

  • Inspiring Resilience 

Leadership should inspire resilience and foster a positive company culture during times of change. Encourage employees to adapt to new circumstances, view challenges as opportunities for growth, and maintain a positive mindset. Reinforce the organisation’s values and goals, emphasising that the changes are necessary for the company’s long-term success.

  • Supporting Employee Wellbeing

Leadership should prioritise employee wellbeing during times of change and redundancies. Encouraging work-life balance and stress management promotes a healthy and supportive work environment. By demonstrating care and support for employees’ wellbeing, leaders can help alleviate the emotional impact of redundancies.

Amy is a knowledgeable People professional with over a decade of experience across a variety of private and public sector organisations. With a particular interest in employee engagement, Amy is an advocate for employee-centric approaches in all areas of HR which is reflected in her writing. Before a career in HR, Amy read English and Creative Writing at university and later studied for her CIPD, HR Management.

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