Redundancy is rarely straightforward. Choosing the right outplacement support helps reduce disruption, protect your reputation, and support people through change with dignity.

• It supports the employee

• It reassures and equips managers

• It gives business owners confidence and clarity

This checklist is designed to help you compare providers thoughtfully and understand what good support looks like in practice.

It’s worth understanding whether support is time-limited or outcome-focused.

Some programmes end after a set number of weeks, even if someone is still mid-transition. Others continue until the individual has reached a clear next step.

Points to explore

• What happens if someone needs support for longer than expected?

• Is ongoing help built in, or does it require extensions?

• How much admin is involved for managers and HR?

Outcome-based support with no fixed end date can help keep transitions calm and avoid unnecessary pressure.

You can see how this model works in practice here:

https://yorkshiretalentpartners.co.uk/redundancy-support

People respond best to support that reflects their role, experience, and circumstances.

Things to ask

• How coaching is tailored by role level or sector

• Who delivers the support and their professional background

• How confidence, motivation, and decision-making are supported

Practical experience and thoughtful coaching often make the biggest difference, particularly for senior or specialist roles.

It’s helpful to clarify what is included as standard.

Many employers look for:

• Career coaching

• CV creation and optimisation

• Interview preparation with structured feedback

• LinkedIn profile development

• Guidance on navigating the job market, including networking and targeting

Some employees may also benefit from support with:

• Career change

• Self-employment

• Pre-retirement planning

A clear, well-rounded offer helps ensure people feel supported whatever their next step may be.

An example of a full support scope is outlined here:

https://yorkshiretalentpartners.co.uk/redundancy-support

Outplacement should make the process easier for leaders, not add to their workload.

Helpful elements include

• Manager briefings and guidance

• Clear, consistent messaging managers can share

• Simple signposting to one central support hub

This consistency helps reduce uncertainty and keeps communication aligned.

Many employers use this page as a shared reference point:

https://yorkshiretalentpartners.co.uk/redundancy-support

Different people engage in different ways.

Consider

• Whether support is 1:1, group-based, or blended

• How remote or shift-based workers are accommodated

• How quickly people can access support and book sessions

Easy access encourages uptake and helps reduce anxiety during transition.

Trust is central to effective outplacement.

Questions to ask

• How confidentiality is handled

• What level of reporting employers receive

• How personal detail is protected

Clear boundaries help employees speak openly while still giving employers appropriate insight.

Many owners value simple, high-level insight into how support is progressing.

You may want to understand

• What indicators are tracked (such as engagement or interview activity)

• How updates are shared

• How feedback is used to refine delivery

Ongoing learning helps keep support responsive.

How support is delivered matters as much as what is delivered.

It can help to explore

• The language used in written materials

• The provider’s approach to dignity and respect

• How different confidence levels and personalities are supported

A calm, human approach tends to build trust and goodwill.

A simple shortlist guide

Many SME owners look for:

• Outcome-focused support with no fixed end date

• Practical, 1:1 coaching

• Clear support across CVs, interviews, LinkedIn, and job search

• Options for career change, self-employment, and retirement planning

• Support for managers and HR that reduces internal pressure

• Clear, consistent signposting

Yorkshire Talent Partners provides outcome-based outplacement support with no end date.

They work alongside employers, leaders, and HR teams to support respectful, well-managed transitions. Employees are supported with coaching, CV development, interview preparation, LinkedIn profiles, and practical job market guidance, alongside options for career change, self-employment, and pre-retirement planning.

You can review the approach and share it with managers here:

https://yorkshiretalentpartners.co.uk/redundancy-support

Next step

If you’d like this checklist in a clear, one-page format suitable for SME decision-makers, you can start here:

https://yorkshiretalentpartners.co.uk/redundancy-support