17 Mar 26
Redundancy support options employees need
The core support options employees need
Option 1: Career coaching
Career coaching helps employees stabilise and make decisions. It turns “what now?” into clear targets, priorities, and weekly actions.
It also protects owners and managers. Coaching prevents managers from becoming the default emotional and career support channel at a time when they need to focus on running the business.
Option 2: CV creation and optimisation
A redundancy CV is not a rewrite exercise. It requires:
• Clear role targeting
• Outcome-led content
• Strong proof points
High-quality CV support reduces time to interview and prevents spray-and-pray applications that waste time and damage confidence.
Option 3: Interview preparation with role play
Redundancy can impact interview performance. Confidence dips, answers soften, and decision-making suffers.
Role play rebuilds confidence through practice and feedback. Interview support also improves offer quality, not just success rates. People make better choices when they perform well and feel confident.
Option 4: LinkedIn profile development
LinkedIn functions like a search engine for recruiters. Profile quality directly affects visibility, credibility, and response rates.
Effective LinkedIn support covers:
• Positioning and profile optimisation
• Outreach strategy
• How to talk about redundancy clearly and confidently
Avoiding the topic entirely costs opportunities.
Option 5: Job market navigation
Job search success comes from targeting, not volume.
Navigation support helps employees focus on roles with a strong fit and avoid burnout. It includes:
• Search strategy
• Networking approaches
• Application tactics
• Pipeline management
Consistency matters more than intensity.
Option 6: Career change and self-employment support
Not everyone should chase a like-for-like role.
Some employees need help assessing transferable skills, market demand, and realistic pathways. Good support provides decision frameworks and clear first steps.
For self-employment, this includes positioning, pricing, and a route to first clients — not vague encouragement.
Option 7: Pre-retirement planning
Late-career redundancy raises different questions: finances, identity, time, and purpose.
Pre-retirement planning reduces stress, supports dignity, and leads to better outcomes for people entering a new phase of life.
The owner’s packaging problem
Support loses value when it’s fragmented. Employees don’t know what to use, when to use it, or where to start. Managers end up fielding questions they’re not equipped to answer.
A single outplacement programme solves this:
• One provider
• One support route
• One clear message in every meeting
This page can be used as the central support hub for staff and managers:
https://yorkshiretalentpartners.co.uk/redundancy-support
Why “no end date” support works better
Fixed-term support creates a deadline, not an outcome. Employees who need longer support fall through the cracks, creating late-stage escalation and morale issues.
No end date support stays in place until the outcome lands. It:
• Protects morale
• Reduces pressure on managers
• Helps the remaining team recover faster
Stayers regain trust when they see colleagues supported properly.
Where Yorkshire Talent Partners fits
Yorkshire Talent Partners provide outplacement support with no end date.
They support employers, leaders, and HR teams through respectful transitions, and support employees with:
• Career coaching
• CV support
• Interview preparation
• LinkedIn development
• Job market navigation
• Career change and self-employment support
• Pre-retirement planning
Review the full offer here and share it internally:
https://yorkshiretalentpartners.co.uk/redundancy-support
Next step
If you want to offer staff a complete, credible redundancy support route, start here:
https://yorkshiretalentpartners.co.uk/redundancy-support
