The impact of quiet redundancies may be felt in companies where hiring slows, contracts are not renewed, and posts are ‘absorbed’ into existing teams and operations, for example, where employees leave or go on maternity leave and their posts are not filled but tasks are carried out between existing workers.

Quiet redundancies may also make themselves felt where existing staff members find that they are ‘managed out’ or not given support and resources to carry out their jobs, meaning that they may choose to leave their roles voluntarily, or where employees are offered incentives to retire early.

“We are seeing a workforce that, yes it’s been streamlined, but the workforce that’s in place now, a lot of them are creaking at the seams, in terms of they’re doing a lot more with less resources.”, according to Ms. Keevans.

So, how does this impact employees going forward?

Ms. Keevans states, “One of the things that’s really apparent is hiring will take more of a skills-based approach, maybe than it ever has before,” she says. “So there’s huge opportunities for employees to really consider the role that they’re doing, and saying, where are the gaps versus how the market is moving?”

Certainly, in the case of senior professionals in Ireland, she notes that “These individuals are now facing longer periods of unemployment than would typically have been the case in previous market cycles.

“Despite having extensive expertise, many are finding it challenging to re-enter the workforce at the same level, as companies remain cautious in their rehiring strategies and prioritise transformation ­readiness over like-for-like replacements.”

When you feel that your job may be at risk or you are feeling the effects of quiet redundancy in terms of being asked to do more at work with less time or resources, then it may be time to consider how to build resilience and even see quiet redundancy as an opportunity..

Where you may have concerns about leaving your role or being out of work for a while before you find a new role, then it is a good idea to be proactive.

Rather than seeing yourself in a specific role, see yourself as a skill set and upskill or reskill, depending on the requirements of your industry. This will mean that you are more competitive in seeking a new role with your existing employers or in the jobs market.

Take advantage of any supports available to you, such as employment training or seek external professional training or higher education to update your skills.

When you are facing uncertainty and unfamiliarity, it is very challenging and you may be feeling emotional so acknowledge your feelings and look after your mental and physical health as much as possible.

Where you may be faced with formal redundancy, or you wish to leave your job and seek new employment, then it is a good idea to familiarise yourself with the terms of your employment contract and your rights around redundancy. 

It may also be time to update your CV and Linked In profile in readiness for entering the jobs market, as well as drawing on any contacts you have in your industry and networking with a view to familiarizing yourself with any opportunities that may be available to you.

National Redundancy Helpline has loads of articles, hints and tips for those facing and experiencing redundancy.

If you wish to speak to an approved redundancy advisor, fill in our online assessment or contact us and you will receive a call back to get free and unbiased redundancy advice.