Organisations often change, so if you suspect a restructure is on the cards it’s prudent to be ready with questions to ask if your role is made redundant. Receiving difficult news makes it hard to process important information relating to your redundancy. You may forget to ask questions about the notice period, severance package and the services on offer that you later wish you had.
In this article, we’ve developed 10 questions to ask in a redundancy meeting. This will help ensure you get everything you may be entitled to.
What questions to ask in a redundancy notification meeting
Usually people are informed of redundancies in a meeting with their line manager and an HR representative. During that meeting you should ask your employer about:
- Your rights under your employment contract.
- The redundancy package you’re entitled to.
- What outplacement support is on offer to help you cope with job loss and career transition to a new role.
But being told your job is redundant can come as an unexpected shock. This can make it difficult to absorb and understand everything the person giving you the bad news is telling you. You may forget to ask questions about the redundancy package and the services on offer that you later wish you had.
If you think you’re position is in danger of being made redundant, prepare yourself for the bad news. Here are 10 questions to ask if your role is made redundant that are useful if you’re in a redundancy meeting.
1. Why has my role been made redundant?
Understanding why your role was selected for redundancy may be helpful, especially if the job loss is a result of a targeted restructure rather than widespread layoffs. Asking why your role is no longer required can provide clarity and help you come to terms with the decision. This knowledge can also reinforce that the redundancy is due to business needs, not personal performance, which can make it easier to process emotionally.
Remember there is a legal definition of a ‘genuine redundancy.’ To meet this definition, your employer must be able to demonstrate your role is no longer needed, and they must follow proper procedures. Reasons may include changes in the business structure, technological advancements or shifts in company priorities. Be sure to ask how your employer determined your position should be made redundant while others were retained.
You can also ask about the selection criteria used to decide which roles to retrench Was there a specific scoring system or evaluation process applied across teams or departments? Understanding these criteria may give you insight into how your role compared to others and why you were chosen. While some employers may be more open about this process than others, asking these questions can help you feel more informed and in control.
2. Will I have to do a handover?
Although your post has been made redundant, it doesn’t necessarily follow that the tasks you do have ceased to exist. It may help to find out what will happen to your work once you’ve gone. Following a restructure, tasks are often absorbed into the work of remaining colleagues. Will you be expected to train those staff taking over your role or provide a handover?
Usually, if you’re leaving your job to go to another role it’s common to have to do a handover but these circumstances are different. But what if you don’t want to do a handover? Unfortunately, while you remain an employee you will be required to comply with your employer’s instructions – including when you’re working a notice period. If your employer requires you to conduct a handover, it may be your best (and only) option to comply. Otherwise you could ask to leave before the end of your notice, however your employer isn’t obliged to pay beyond this date.
3. Are there other roles I can do if my role is redundant?
Before proceeding with redundancy, your employer should have explored all other possible options. Ask if they considered your redeployment to another role within the company. Under Australian law, employers are required to make any suitable vacant roles within the organisation available to you before finalising a redundancy. This means if there are positions that match your skill set and experience, your employer should offer them as an alternative to terminating your employment.
In addition to redeployment, there are other measures your employer could have considered to avoid redundancy. These include negotiating a pay cut, reducing your working hours or agreeing to unpaid leave. These may be short-term solutions that allow you to stay with the company while it restructures or navigates financial difficulties. It’s worth discussing these options with your employer to see if there’s a way to preserve your employment in a different capacity or with adjusted terms.
If your employer has not considered or offered any alternatives, it’s important to understand your rights and discuss your situation. Exploring these options may provide a path forward and help you avoid the full impact of redundancy.
4. Do I have to work a notice period?
Even though your employer has made your role redundant, you may have to work a notice period. Going back to work may be the last thing you want to do, and is likely to be a challenging experience. However this time can be useful to prepare for losing your job. It’s an opportunity to organise your financial affairs and arrange replacements for benefits such as health insurance, loans or a company car before your salary stops.
If you are put on ‘gardening leave’ (when you serve out your notice period at home), what will you be able to do and who can you communicate with?
Your employer may give you payment in lieu of (instead of) notice. This means you receive no notice, and must leave immediately. However your employer must pay you all the salary and benefits you would have received during the notice period.
If you have to leave immediately ask if you can clear your desk. Employers are entitled to remove you from the workplace at the same time as notifying you, so your belongings may instead be couriered to you. They may also remove your access to IT systems. This will make it difficult for you to get personal material off your phone or computer.
5. Can I say goodbye?
It’s natural to want to say farewell to your colleagues, clients, customers and suppliers when your role is made redundant. Ask your employer what they plan to communicate about your departure and how it will be framed. How will your colleagues be informed of the redundancy, and will you have the chance to personally say goodbye? Clarifying this can help you manage relationships and leave on good terms, which may be important for future networking and references.
In addition to saying goodbye, you may want to request an exit interview. This can provide a valuable opportunity for reflection and closure, allowing you to discuss your experience and contribution to the organisation. It’s also a chance to offer constructive feedback, which may help the company improve its practices. An exit interview can be empowering and affirming, as it recognises your dedication and achievements. Plus, leaving on a positive note can strengthen professional relationships and help preserve your reputation in your industry.
6. Are there any restrictions on where else I can work?
If you’ve held a senior position or had access to confidential or sensitive information, your employment contract may include a restraint of trade or non-compete clause or confidentiality provisions.
Restraint of trade and non-compete clauses are designed to protect your former employer’s business interests by limiting where and how you can work after your role has been made redundant. For example, a non-compete clause may prevent you from joining a direct competitor for a specified period or within a certain geographical area. Restraint of trade clauses might also restrict you from soliciting former clients or colleagues for your new role.
It’s essential to review your employment contract and understand any post-employment restrictions. Be aware that violating these could result in legal action. If you’re unsure about the scope or enforceability of these clauses, consider seeking legal advice. Keep in mind that restraint clauses are not always enforceable if they are deemed unreasonable, but testing this can be complex and costly.
Additionally, ensure you’re clear on any confidentiality provisions. Your contract may prohibit you from disclosing sensitive company information to future employers or using it in your next role.
Understanding these restrictions will help you navigate your job search without unintentionally breaching your contractual obligations. Being proactive about these matters can save you from complications down the line.
7. How do I return work-supplied equipment?
If you have a company supplied motor vehicle, phone, IT equipment etc, how and when will you have to return it?
8. How much redundancy pay will I receive?
Redundancy pay, also known as severance pay, is governed by the National Employment Standards (NES), which set the minimum amount you’re entitled to based on your length of service. Your employment contract, Enterprise Agreement or company policy may include provisions that offer more than the NES minimum, so it’s important to check these documents for additional entitlements.
In addition to redundancy pay, you’re also entitled to receive payment for your notice period (or payment in lieu of notice), as well as any accrued annual leave and long service leave. If your role is made redundant, your employer should provide a clear breakdown of your redundancy package in writing, outlining each of these entitlements.
It’s important to note that employers can apply to Fair Work Australia to have the redundancy pay amount reduced in certain circumstances, such as if they can no longer afford the full payment. Additionally, small businesses with fewer than 15 full-time employees are exempt from paying redundancy under the NES.
If you’re employed under a fixed-term contract, NES entitlements to redundancy pay don’t apply. However, if your contract is terminated before the agreed end date, your employer may be required to pay out the remaining salary owed for the duration of the contract.
Make sure you receive all necessary documentation from your employer regarding your redundancy package. If you have any doubts or feel that your employer is not fully meeting your redundancy entitlements, seeking legal advice or contacting Fair Work Australia can help ensure you receive everything you’re entitled to.
9. Will I get help to find a new job?
Ask your employer if they’re providing career transition support such as outplacement services, time off for interviews or payment for training.
Although you may feel anger towards your former employer and feel resentful about what’s happened, you should accept any offers of outplacement support.
Outplacement services provide emotional support, career coaching and job search advice that can be highly beneficial when you’ve been made redundant. Working with an outplacement consultant, you can maximise career transition opportunities and develop a job search strategy to secure your next role.
Alternatively, this may be the right time to begin planning for a transition to retirement.
10. How can I get a reference?
One of the final questions to ask if your role is made redundant is about obtaining a reference. Your employer probably will have a process for providing references. Make sure your current job is on record rather than a previous one.
Some organisations only provide a statement of services. If they do provide references hopefully your line manager (or someone who knows your work) will have some input.
A good reference can be critical in helping you stand out from other candidates when job searching. If you think your employer may not provide you with a great reference, approach people who can provide potential employers with positive assessments of your ability to do the job.
After the meeting
It may seem an impossible task, but try to stay motivated. Give yourself time to come to terms with the news. Then aim to take positive steps to get back into employment.
See this as an opportunity to rejuvenate your career. This could be your chance to consider every possible option or do something different. Your new circumstances mean you have time (and perhaps help from outplacement services) to commit to a well-managed and successful job search after redundancy.
Need help with what questions to ask if your role is made redundant?
Being prepared with questions to ask if your role is made redundant will ensure you receive the support you’re entitled to. If you would like some help with this, please get in touch.
Updated September 2024