Ask for the information behind the proposal
You need enough relevant information to understand and respond meaningfully to the change. Identify specific gaps rather than requesting everything indiscriminately.
REDUNDANCY CONSULTATION
Consultation is the point to test the proposal — not just acknowledge it.
A redundancy proposal should still be a proposal. Consultation is your opportunity to understand the business case, identify factual errors, suggest alternatives, challenge selection assumptions and put redeployment options on the record before the employer makes its final decision.
START WITH THE REAL ISSUE
What this situation actually means.
A proper workplace-change process should give affected employees relevant information about the proposed change, a reasonable opportunity to comment, and genuine consideration of that feedback before the final decision. Employers should also consider redeployment and other alternatives to redundancy.
The strongest response usually starts by understanding the proposal on its own terms. What problem is the business trying to solve? What role is said to disappear? What work remains? What new roles are created? If several employees are affected, how will selection operate? What vacancies or redeployment possibilities exist?
Consultation is also the moment to create a clean record. If important financial or operational information is missing, ask for it. If the new structure still contains most of your old duties, map them. If you can perform an available role with reasonable retraining, say so clearly.
WHAT MATTERS
Four things to check before deciding what the case is worth.
Test whether the role truly disappears
Compare duties before and after the change. A new title does not automatically mean the old role has genuinely ceased to exist.
Challenge selection before it is used
If there is a proposed selection process, comment on criteria, weighting, assessors, evidence and how employees will be compared.
Put redeployment on the table
Identify same, similar and other available roles you could perform, including roles requiring reasonable training or adjustment.
WHAT TO DO NOW
Keep the next steps practical.
Get the complete proposal
Keep the business case, proposed structure, role descriptions, timeline and any selection or redeployment material.
Build a before-and-after duties table
List your current duties and show where those duties sit in the proposed structure.
Write targeted feedback
Use headings: business rationale, role impact, alternatives, selection, redeployment and questions requiring answers.
Meet the consultation deadline
Ask for a reasonable extension if needed, but do not let the deadline pass without recording your main points.
RED FLAGS
Facts that deserve a closer look.
- CHECK
The employer describes the change as final before consultation closes
- CHECK
Relevant information is withheld without a workable explanation
- CHECK
Your old duties remain substantially intact in a supposedly new role
- CHECK
Selection criteria appear tailored to one person
- CHECK
Vacancies are not disclosed or redeployment is dismissed without assessment
FAQ
Questions people ask in this situation.
What should I say in a redundancy consultation?
Respond to the actual proposal: identify missing information, factual errors, alternatives, selection concerns, redeployment options and any practical changes that could avoid dismissal.
Can I ask for financial information?
Potentially, where it is relevant to the stated business rationale and necessary for meaningful consultation. The appropriate scope depends on the proposal and any legitimate confidentiality issues.
Does my employer have to consider redeployment?
Yes, redeployment and other alternatives to redundancy must be genuinely considered as part of a proper workplace-change process.
What if the decision looks already made?
Record the facts supporting that concern and still provide substantive feedback. Predetermination can be important, but engaging with consultation helps show what the employer was asked to consider.
REDUNDANCY CONSULTATION
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