Made redundant at work?
Being told your role is redundant can be unsettling and confusing.
Many people are left unsure whether the redundancy was genuine, whether the process was fair, or what their options might be.
If you’ve been made redundant — or think redundancy is being used to push you out — you can book a free, confidential discussion to talk things through.
No obligation • Confidential • Employee-focused
What this often looks like
People often get in touch when:
They were told their role was being disestablished or restructured
They were given very little warning or opportunity to respond
They felt the decision had already been made before consultation
Their role still appears to exist, but under a different name
Someone else has taken on most of their duties
Redundancy followed closely after a disagreement or concern they raised
The process felt rushed, confusing, or one-sided
Redundancy can be lawful, but only if it is genuine and handled fairly. Many problems arise not from the business decision itself, but from how the process was carried out.
What your rights may be
Every redundancy situation is different, but employment law generally expects employers to act in good faith and follow a fair process.
The right to genuine consultation
1
Before making a final decision, employers are usually expected to consult affected employees. This means sharing relevant information, listening to feedback, and keeping an open mind — not simply announcing a decision.
The right to understand the business reasons
2
Employees are usually entitled to a clear explanation of why redundancy is being proposed. Vague or shifting reasons can sometimes raise concerns about whether the redundancy is genuine.
The right to have feedback considered
3
Consultation should be meaningful. Employers are generally expected to genuinely consider feedback and alternatives raised by employees, not just go through the motions.
The right to fair selection
4
Where some roles remain and others are disestablished, the method used to decide who is affected should be fair and reasonable. Selection criteria should not be arbitrary or discriminatory.
The right to reasonable notice and entitlements
5
Employees are usually entitled to notice of termination and any redundancy entitlements set out in their employment agreement. How notice is handled can matter.
The right to raise concerns without retaliation
6
Redundancy should not be used as a response to an employee raising concerns or asserting their rights. Timing and context can sometimes be relevant.
A discussion can help clarify whether any of these issues may apply to your situation
How I help
I help employees by:
Listening carefully to what has happened
Explaining the redundancy process in plain English
Assessing whether the redundancy appears genuine and fairly handled
Talking through your options calmly and realistically
Assisting with consultation feedback where appropriate
Representing you in mediation if needed
Helping negotiate an exit where possible
My role is to support you, explain your options, and help you decide what — if anything — you want to do next.
What happens next
You book a free confidential discussion
I review what you’ve shared
We talk through your situation and options
You decide whether to proceed
Your Questions, Answered
-
No. Redundancy must be genuine and handled through a fair process. Whether that applies depends on the facts.
-
Not necessarily. Many redundancy matters are resolved through discussion, mediation or at the Employment Relations Authority without engaging a lawyer.
-
Yes. Everything you share is confidential. I do not contact your employer without your permission.
-
It can still be useful to talk things through. Timing matters, but options may still exist.
-
The first discussion is free. Fees depend on the pathway. See Fees (link).
Book a free, confidential discussion
If you’ve been made redundant and aren’t sure whether the process was fair, you don’t have to figure it out alone.
No obligation • Confidential • You decide what happens next