There’s nothing easy about making someone redundant – and it’s especially hard when the news has already got out.
Maybe someone overheard a conversation. Maybe a line manager said too much. Or maybe the person just knows. After all, employees are smart. They pick up on silences. Avoidance. Shifted priorities.
Whatever the reason, if an employee has found out they’re about to be made redundant, you’re suddenly in a far more emotionally charged situation – and what happens next can either protect or damage your company’s reputation, legal position, and morale.
Here’s what to do.
1. Don’t ignore it
If you’ve become aware that an employee knows – or strongly suspects – they’re about to be let go, do not wait for the scheduled consultation to set things straight. Silence fuels anxiety, and anxiety fuels gossip, conflict, and risk.
Even if no formal announcement has been made yet, it’s better to:
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Acknowledge what they may have heard
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Clarify what the actual process will be
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Reassure them that fairness and support are still priorities
They may already feel betrayed – don’t reinforce that by going quiet.
2. Be honest, but professional
You can’t undo the fact that they’ve found out. But you can control the tone and clarity of your response.
Speak to them directly. In private. Don’t use euphemisms or vague ‘strategic reviews’. Be kind, but be clear.
You might say:
“I understand you’ve heard something that’s left you concerned. I want to be upfront with you – we are going through a redundancy consultation, and your role is likely to be affected. I’m sorry you’ve found out this way, and I’d like to make sure you’re supported properly through what happens next.”
Acknowledging what they already suspect builds trust. And trust reduces resistance.
3. Don’t skip the formal process
Even if the news is out, you must still go through the full and proper redundancy process – consultations, documentation, timelines – as if they hadn’t heard.
This protects:
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Your business from legal claims
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Your employee from feeling bulldozed
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Your team from losing faith in how people are treated
If you rush or fudge the process because ‘they already know’, you risk serious consequences.
4. Offer clarity about support
One of the most powerful things you can do at this point is make it crystal clear that support will be available – especially if you offer outplacement.
Tell them:
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What kind of support they can expect (CV & LinkedIn rebranding, interview practice, and professional career coaching)
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Who they can talk to about concerns
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What the timeline looks like from here
Employees going through redundancy often feel lost and devalued. The more structured the support, the more control they feel they’re regaining.
5. Think beyond the individual
When one person finds out early, word often spreads. Quickly.
This is your opportunity to:
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Communicate clearly to the wider team (without breaching confidentiality)
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Support line managers so they can handle questions confidently
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Check in with team morale and reassure others about stability
Handling one case well often influences how the whole company feels about the redundancy process.
6. Protect your brand and values
People talk – on and offline. If someone feels blindsided, unsupported or disrespected, the story they share won’t be kind.
But if you show fairness, transparency and humanity – even when the situation is far from ideal – people remember that too. And that shapes your employer brand more than any campaign ever could.
What Next?
If you’re navigating a redundancy process – especially one that hasn’t gone quite to plan – it’s not too late to handle it well.
Our team helps employers:
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Run fair and compassionate processes
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Support affected employees through career transition
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Protect company reputation and staff morale
Explore our Outplacement Services for Employers
Or talk to us directly – Contact Us
