How CIPD Courses Can Reduce Redundancies

When employers say they’re planning redundancies, HR teams can’t just react; they need to think strategy and act smart.  

CIPD Human Resources qualifications give HR professionals the tools, knowledge and confidence to manage change effectively and lower the chance of unnecessary redundancies.  

With sound training in things like employment law, workforce planning and consultation, qualified HR professionals can spot risks early, offer alternatives, and help lead their organisation through change with less disruption. 

What’s the current situation with HR redundancies? 

• Recent surveys show 1 in 4 (24-25%) of UK employers are planning redundancies in the next three months. 

• Confidence among employers in hiring has dropped quite a bit. Fewer new roles are going out and more organisations are preparing for cost pressures. 

• Some HR professionals reporting cuts or scaling back of L&D (learning & development) spending in face of rising employment costs – lack of opportunity for learning or progression. 

These trends show organisations are under pressure to deliver with smaller teams, manage transitions fairly, and avoid the (social, legal, and economical) costs of badly handled redundancies. 

What does “Redundant” mean in HR terms? 

Before we get into solutions, here’s a quick refresher on redundancy in HR: 

• Being made redundant means a job is no longer needed, often because of reorganisation, cost cutting, or changes in business demand. 

• Redundancy is a legal process, and there are obligations like fair selection, consultation, statutory rights, redeployment, if possible, etc. 

• Poorly handled redundancy can lead to legal challenges, damage to employer brand, loss of trust, drop in productivity or engagement. 

The stakes are high, and HR teams need to be well prepared to handle redundancies properly. And that’s where CIPD courses come in. 

How CIPD courses help manage change & reduce HR redundancy 

CIPD courses give HR people useful skills and knowledge so they can avoid or reduce redundancies. Here’s how: 

1. Know your legal stuff 

You learn the law around redundancy - what’s allowed, what you need to do, and how to treat staff fairly. This helps avoid mistakes that could cost money or damage your company’s reputation. 

2. Plan ahead & manage change 

You’ll get better at seeing change coming (market shifts, budget cuts etc.), thinking through different scenarios, and working out options before redundancy becomes the only solution. 

3. Use data & evidence 

CIPD training teaches you how to gather and use data like staff skills, performance, and finances.  

This helps spot inefficiencies early and can make a case for alternatives to redundancy. 

4. Handle people well 

If redundancy is unavoidable, you’ll know how to communicate clearly, treat people with respect, consult properly, and offer support (redeployment, training, etc.).  

All of this helps lower risks and keep the trust with your workforce. 

5. Build credibility in HR 

Being CIPD qualified shows leadership and staff that you know your stuff.  

That often means HR gets listened to earlier, so you can push for alternatives instead of redundancies being the first response. 

Which CIPD courses help with redundancy? 

Different CIPD courses suit different HR roles. Here’s our ultra-simple guide: 

CIPD Level 3 Foundation Certificate in People Practice 

For HR assistants or beginners - you learn basic HR law, supporting managers, and understanding employee rights. 

CIPD Level 5 Associate Diploma in People Management 

For mid-level HR staff and managers – you'll learn about workforce planning, handling employee relations, and managing redundancy situations. 

CIPD Level 7 Advanced Diploma in Strategic People Management  

The highest CIPD level, for senior HR roles – you'll learn planning for change, shaping policies, and reducing the risk of redundancies across the business. 

As a CIPD member, you can also do self-directed short CIPD courses like Restructuring, Reorganisation & Redundancy to quickly get the skills needed for handling changes in your organisation. 

Scenarios where CIPD skills can make a difference 

Here are some sample scenarios of how CIPD skills can reduce redundancies or mitigate their impact: 

1. When demand slows down in one team 

Without training, managers might just cut jobs. With CIPD skills, HR can see if staff can move to another team or be retrained, so fewer people lose jobs. 

2. When the business reorganises 

HR can use what they’ve learned to make the process fair, explain changes clearly, and support staff. Even if some jobs go, it’s handled better and causes less upset. 

3. When budgets are tight 

Instead of making people redundant straight away, HR can suggest other savings like reducing overtime or pausing new hires. This can mean fewer redundancies, or at least a delay. 

Futureproofing with CIPD  

When money is tight and jobs are at risk, redundancies can feel unavoidable. But HR staff who take CIPD courses are better prepared. They learn how to: 

• spot problems early and find other options before job cuts 

• run fair and legal processes if redundancies need to happen 

• reduce the damage to staff, morale, and the business 

For any workplace that wants to look after its people and still perform well, CIPD courses are an essential investment. 

Explore Human Resources CIPD qualifications with MOL today and start building the skills to manage change with confidence.