A client calls with a restructure to manage, and suddenly you need a redundancy support package ready to go. It happens fast, and under pressure, most consultancies reach for what already exists: template letters, selection criteria, a redundancy pay calculator, a compliance checklist. It looks complete. It ticks every legal box.
After more than 30 years working across recruitment and career transition, I can tell you that a redundancy support package built this way is only ever half finished, and the missing half is the part that actually determines how the whole process is remembered.
What most redundancy support packages actually contain
Ask most HR consultancies what is in their redundancy support package and you will hear a familiar list. At risk letters. Consultation meeting templates. Outcome letters. Scoring matrices. Guidance on statutory pay and notice periods.
All of this matters. None of it is wrong. But it is entirely process focused, built to keep the business legally compliant and the paperwork correct. It says nothing about what happens to the person once the letter has been handed over.
What a redundancy support package is usually missing
The compliance layer protects a business from tribunal claims. It does very little to protect how that business is perceived by the people leaving, the people staying, and everyone they go on to tell about the experience.
That perception is shaped almost entirely by the human side of the process, not the paperwork. Yet the human side is exactly the part most redundancy support packages leave out, or reduce to a single generic leaflet about CV writing.
Why this gap is so easy to miss when you are building the package
This is not a sign of a poorly run consultancy. It is simply that the compliance side is measurable and familiar, while the human side is much harder to specify, deliver consistently, or even notice is missing until something goes wrong.
A redundancy support package can look thorough on paper and still leave every exiting employee feeling processed rather than supported, and very few consultancies find out until a client mentions it, or does not renew.
The signs your redundancy support package is not fully protecting your client
A generic leaflet or a one-off webinar rarely changes how someone experiences redundancy. If the people going through your client’s redundancy programme are left largely to work things out alone, that gap is already affecting how the business is perceived, whether or not anyone has said so directly yet.
The businesses that get this right are not necessarily doing more. They are including something genuinely different in their redundancy support package, delivered by people who do this for a living rather than added as an afterthought.
How Career Garage completes a redundancy support package
This is exactly where Career Garage sits. As we explore in White Label Outplacement Services for HR Consultancies in the UK, the human layer of a redundancy support package can be delivered entirely under your own brand, built on more than 30 years of experience supporting people through exactly this transition.
Rather than leaving this part to a generic template or trying to build specialist capability internally, HR consultancies working with Career Garage are able to offer clients a complete redundancy support package, one that protects both the individual and the business, without adding to their own workload.
Find out what your current package might be missing
If you are building or reviewing a redundancy support package for a client right now, the fastest way to know whether it is genuinely complete is a direct conversation, not another template.
Contact Rebecca at info@careergarage.co.uk or book a call to talk through what a complete redundancy support package could look like under your own brand.
