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View full libraryUse this redundancy at risk meeting script to guide managers through an initial conversation with an employee whose role may be affected by proposed redundancies. It provides a structured approach to explaining the business rationale, managing questions sensitively and beginning meaningful consultation without suggesting that the outcome has already been decided.
Use this script to:
If you are managing a redundancy process, the toolkit brings together practical HR templates covering planning, consultation, selection, scoring, outcomes and termination.
Purpose
This script is intended to help a manager conduct an initial meeting with an employee whose role is at risk of redundancy. It should be adapted to the circumstances and delivered as a conversation, not read mechanically. The manager should allow time for questions and avoid implying that the outcome has already been decided.
Meeting details
| Employee name | [Employee Name] |
| Job title | [Job Title] |
| Meeting date and time | [Date and Time] |
| Meeting location | [Location or Online Meeting Details] |
| Manager leading the meeting | [Manager Name and Job Title] |
| HR representative / note-taker | [Name and Job Title] |
| Employee companion, if applicable | [Name and Role] |
Before the meeting: manager preparation
Before meeting the employee, check that you can explain the following accurately:
Check whether the employee has requested a companion or reasonable adjustments. Ensure that the meeting can take place privately and that sufficient time has been allowed.
Part 1: Opening the meeting
Suggested wording
“Thank you for meeting with us today. I appreciate that this may be a difficult conversation, and I want to explain the situation clearly and give you the opportunity to ask questions and share your views.
“The purpose of this meeting is to explain proposed changes within the business
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Announcing that an employee's role is at risk of redundancy can be one of the most difficult conversations a manager has to conduct. A clear meeting structure helps ensure that the employee understands the proposal, has an opportunity to express their views and knows what will happen next.
Before the meeting, the manager should understand the business rationale, the proposed organisational changes, the roles affected and the anticipated timetable. They should also know what information can be shared, what remains under consideration and which questions may require follow-up. HR should brief the manager on the consultation process and any applicable company procedures.
The manager should explain the proposed changes in straightforward language, including why they are being considered and how they may affect the employee's role. Avoid vague statements or unsupported assurances. If the proposal involves a selection pool or proposed selection criteria, explain these clearly and give the employee an opportunity to comment where relevant.
Employees may respond with shock, frustration, anxiety or silence. Managers should allow time for the employee to process the information, acknowledge their concerns and avoid becoming defensive. It is acceptable to say that an answer needs to be checked rather than speculate or promise an outcome that cannot be guaranteed.
The discussion should not be limited to explaining why redundancy is proposed. Managers should invite ideas for avoiding or reducing redundancies and consider alternatives such as redeployment, suitable vacancies, changes to duties or working arrangements and other realistic proposals. Any suggestion that cannot be resolved during the meeting should be recorded and investigated.
Accurate notes should capture the key information explained, questions raised, responses provided, suggestions made and agreed actions. The manager should confirm when the employee can expect an update and arrange further consultation where needed. The meeting record should demonstrate that the employer has listened and will genuinely consider the employee's representations before deciding the outcome.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Redundancy at risk meeting script, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
A redundancy at risk letter provides a clear and professional way to formally notify an employee that their role is potentially at risk of redundancy.
Use this first individual redundancy consultation meeting invitation letter to formally invite an employee to discuss a proposed redundancy situation affecting their role.
Use these best practice actions, recommended timescales and process stages to understand when and how the Redundancy at risk meeting script should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
An at-risk meeting is often the first meeting in the individual consultation process. It explains the proposal and its potential impact on the employee. It should also begin a genuine discussion about concerns, questions and alternatives. Further meetings may be required before a final decision can be made.
Not if the decision remains a proposal. Explain the business rationale and why the role is at risk, but make clear that no final decision has been made and that the employee's representations and potential alternatives will be considered. Avoid wording that suggests the consultation cannot influence the outcome.
Remain calm, acknowledge the employee's reaction and allow them time to process the information. Offer a short break if appropriate and avoid arguing or becoming defensive. If the employee cannot continue, discuss rearranging the meeting where reasonable and record any outstanding matters that still need to be addressed.
Managers should ask whether the employee understands the proposal, what concerns they have, whether they can suggest ways to avoid or reduce redundancy and whether there are roles or working arrangements they would like the business to consider. The questions should be open and appropriate to the circumstances, rather than designed to steer the employee towards accepting the proposal.
Record the discussion, investigate the points raised, consider alternatives and provide outstanding information. Keep the employee updated and arrange further consultation where needed. The employer should only reach a final decision after it has genuinely considered the employee's representations and relevant alternatives.
HRDocBox provides practical, editable UK HR resources with structured scripts, implementation guidance and compliance considerations. AI can help adapt wording, but it may overlook procedural requirements or important legal distinctions. Employers should still tailor the resource to the facts and check that their process meets current legal obligations.
How this content is developed and reviewed
The Redundancy at risk meeting script template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing redundancy HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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