Redundancy is a word that sends shivers down spines—boardrooms included. But what if we told you it doesn’t have to be your go-to solution? With the right strategy (and a bit of HR courage), you can keep your business agile without losing your best people.
At Hello Chief, we’re big believers that people are your greatest asset. So before you dust off the redundancy script, let’s explore a few sharp alternatives that could save your culture, your talent, and your reputation.
🚨 The Redundancy Reality Check
Staffing numbers recently dipped to their lowest since late 2020. Major UK employers like Tesco and WH Smith are trimming teams—but here’s the twist: one in four businesses are actively looking for ways to avoid making people redundant.
Redundancy isn’t just about shutting down departments or locations anymore. It’s often a reaction to shifting business priorities, and too often, a hasty one. So, the real question is: are we acting strategically—or just reactively?
🛠️ Smart Alternatives to Redundancy
Redundancy should never be your first option. Instead, here are some tactical, legally sound alternatives to consider:
1. Temporary Lay-offs and Short-Time Working
Use these carefully, but creatively. Temporarily reduce hours or offer lay-offs with the intent to reinstate. This gives you breathing space without permanently losing talent.
2. Tweaking Terms & Conditions
Engage your team in the process. Freezing bonuses, deferring pay rises, or revisiting non-essential perks can be a short-term win. Just make sure changes are mutually agreed—and not bulldozed in.
3. Cost-Freezes That Make Sense
Pause recruitment. Reassign workloads. Delay training that isn’t business-critical. All of these add up to savings—without a single P45 issued.
None of these are silver bullets. But used wisely, they can build resilience, buy you time, and show your team that you value them enough to think twice before cutting ties.
🧭 When Redundancy Is the Route
If you’ve explored every other route and redundancy is still the only viable option, the process needs to be bulletproof—and human.
✅ Consultation matters. Think three meetings over 14 days as a minimum. Be transparent about rationale, criteria, and decisions.
✅ Document everything. Especially the bit where you considered alternatives. If you don’t, you’re exposed.
✅ Stay legally aligned. Fire-and-rehire tactics are under scrutiny, and new legislation is making unfair dismissal harder to defend. Know the rules—and follow them.
⚖️ Legally Sound, Ethically Strong
As employment law continues to evolve, you can’t afford to get it wrong. Whether it’s the latest Employment Rights Bill changes or updates to consultation protocols, now’s the time to stay sharp. Get expert advice and make sure every step is not only compliant but credible.
Because how you let people go says a lot about how you lead.
HR Strategy with Heart
Redundancy is a big decision. It affects livelihoods, culture, morale, and brand. But it’s not your only tool—and in many cases, it’s not your best one either.
Our advice? Take a breath. Explore alternatives. Talk to your people. And if you still need to go down the redundancy road, do it with integrity, structure, and humanity.
Your business might just come out stronger—and your team will respect you for it.
📩 Need to talk through your options? Hello Chief is your strategic partner when the people decisions get tough. Whether it’s process guidance, workforce planning, or help handling sensitive exits—we’re here when you need us most.
