Questions to Ask in a Redundancy Meeting (Australia)

You don't have to respond to everything on the spot. It's completely reasonable to listen, take notes, ask your questions, and say you'd like a little time to think before you reply. The questions below are grouped so you can skim them before the meeting, and you won't need all of them — pick the ones that matter for you.

Redundancy rules depend on your employer's size, your length of service, and your award, enterprise agreement and contract. The Fair Work Ombudsman's redundancy information is the authoritative source, and we link to it throughout.

Before the meeting

If you're invited to a meeting about a restructure or "changes to your role", it's fine to ask a couple of simple questions first:

• What is the meeting about, and who will be there?
• Is this a consultation about a proposed change, or has a decision been made?
• Can I bring a support person?

Bring a notebook, write down who said what, and note the date. If you're a union member, let your union know — they can often help before and after the meeting.

Questions about the decision

• Is my role being made redundant, and is this a proposal or a final decision?
• What has changed in the business that means the role is no longer needed?
• Will anyone else be doing my duties after I leave?
• What consultation process applies under my award or agreement, and what is the timeline?
• Are there other roles in the business (or a related business) I could be considered for?
• Can I put forward ideas or alternatives, and who should I send them to?

These questions matter because, according to the Fair Work Ombudsman, a redundancy is only genuine when the job no longer needs to be done by anyone, the consultation requirements in the award or agreement were followed, and it wasn't reasonable to offer you another job in the business or an associated entity.

Questions about your last day and notice

• What will my last day be?
• Will I work my notice period, or be paid instead of working it (pay in lieu of notice)?
• If I find another job during my notice period, can I leave early, and what happens to my redundancy pay?
• What do you need from me before I go — handover notes, equipment, access cards?

Even when a job is made redundant, the employer must still give notice of termination (or pay in lieu). The National Employment Standards set these minimums:

Employees over 45 who have worked for the employer for at least 2 years get an extra week. Your award, agreement or contract may give you more. Source: Fair Work Ombudsman — dismissal and notice (checked 20 October 2026).

Questions about redundancy pay and final pay

• Am I entitled to redundancy pay, and how has it been calculated?
• What length of continuous service have you used?
• Does my award, agreement, contract or a company policy give more than the minimum?
• Will my unused annual leave and any long service leave be paid out?
• When will I receive my final pay, and can I have a written breakdown of every amount?

Under the National Employment Standards, redundancy pay is based on continuous service:

The Fair Work Ombudsman notes that most small business employers (fewer than 15 employees) don't have to pay redundancy pay under the NES, and employees with less than 12 months' service usually don't get redundancy pay but may still be entitled to notice. Redundancy pay is separate from notice, and outstanding entitlements such as unused annual leave must also be paid out. Check the full rules, exceptions and the Notice and Redundancy Calculator on the Fair Work Ombudsman's redundancy pay page (checked 20 October 2026).

For questions about how your payments will be taxed, ask your employer for the breakdown and check with the ATO or a registered tax agent.

Questions about support, references and records

• Is there any support available — outplacement, career coaching or an Employee Assistance Program?
• Would my manager be willing to be a referee, or provide a written reference?
• Can I have a statement of service confirming my role and dates of employment?
• Can you complete an Employment Separation Certificate if I need one for Services Australia?
• How will the change be announced to the team and to clients, and can I say goodbye?

Before your access ends, save copies of your recent payslips, your contract, and any positive feedback or performance reviews (personal records only — not confidential company information). Ask referees early with our Ask for a Reference Message Generator.

The Employment Separation Certificate (SU001) is a Services Australia form your previous employer can complete to certify your employment details.

After the meeting: confirm it in writing

Within a day or so, send a short, calm email that records what you were told and asks for anything that's still missing. It gives you a clear record and often speeds up the paperwork. Our Redundancy Follow-Up Email Generator writes one for you.

Keep it factual and polite — it's a record, not the place to argue the decision. When it's time to leave, our handover email and farewell message generators can help.

If you think the redundancy isn't genuine

If the job still needs doing, consultation didn't happen, or you could reasonably have been offered another role, the dismissal may not be a genuine redundancy — and you may be able to apply for unfair dismissal. The Fair Work Ombudsman can't decide whether a redundancy is genuine, so get advice quickly from your union, a community legal centre or an employment lawyer.

Act fast: unfair dismissal applications to the Fair Work Commission must be lodged within 21 days of your employment ending. See the Fair Work Commission's job loss and dismissal information.

This guide is general communication help, not legal, financial or employment-law advice.

Talking about redundancy in your next interview

Redundancy is about the role, not you, and interviewers hear it often. Say it in one plain sentence, then move on to what you achieved and why the new role fits — see our common interview questions guide for an example answer. When you're ready to apply, the free resume builder and cover letter builder will get you started. While you're job hunting, be wary of offers that seem too easy or ask you to pay or send ID upfront — here's how to spot a job scam (from our sister site CyberThreats.au).