Making an employee redundant is never easy. As an Australian employer or business owner, you’re dealing not only with the legal and procedural aspects of restructuring — but also the very human impact of that decision.
One critical question that’s often overlooked in the planning stage is:
Should the redundancy meeting be held in person or virtually?
Virtual vs In-Person Redundancy Meetings
There is no legal requirement in Australia to conduct redundancy or termination meetings face-to-face. Yet, many employers feel that an in-person conversation is “the right thing to do.” Recently, a client told me they wanted to deliver the news face-to-face to show respect.
My response was simple:
Is this about what feels right for you — or what’s least distressing for the employee?
Having been involved in hundreds of terminations and restructures, I can say this with confidence: a virtual meeting, when the employee is working from home, is often more compassionate.
Why Virtual Meetings May Be Better for Employees
Many modern workplaces offer hybrid arrangements, with employees working from home part of the week. If an employee is at home on the day of the meeting, it may be best to conduct the redundancy conversation via Zoom or Teams.
Here’s why:
- Privacy: Being at home allows the employee to process the news in a private, safe space.
- Emotional support: Loved ones are often nearby — a key benefit in emotional moments.
- Reduced embarrassment: There’s no need to return to a desk, pack up, or walk out past colleagues.
- Less stress commuting: No need to travel to an office just to receive difficult news.
In contrast, office-based meetings can be uncomfortable, public, and emotionally charged. Many affected employees feel exposed and overwhelmed.
The Myth About Support Persons and Advance Notice
Another common concern is the requirement to provide advance notice so that a support person can attend. Many HR teams, often guided by conservative legal advice, assume this is necessary.
The Fair Work Act 2009 is clear:
An employer must not unreasonably refuse to allow the employee to have a support person present.
This does not mean you must offer one or schedule the meeting days in advance. In fact, giving too much notice (e.g. “HR meeting at 10am Thursday”) can cause days of anxiety and distress — with the employee stewing over what’s coming.
Instead, consider a more thoughtful process:
- Deliver the initial consultation virtually and compassionately.
- Schedule follow-up meetings (which are common in genuine consultation processes) where the employee can bring a support person if they wish.
Legally Sound, Human-Centred Redundancy Planning
A fair redundancy process still matters. Under section 389 of the Fair Work Act, you must consult with employees under any applicable modern award or enterprise agreement.
That consultation typically involves at least two meetings:
- The initial discussion and provision of key information.
- A final determination meeting, after the employee has had time to respond.
The first meeting doesn’t have to be in the office. And if done properly, a virtual meeting can reduce stress while remaining compliant with Australian workplace law.
Frequently Asked Questions
Q: Do I have to meet in person to terminate someone in Australia?
A: No. There is no legal requirement to conduct redundancy or termination meetings face-to-face.
Q: Can I do a redundancy meeting over Zoom or Teams?
A: Yes. Virtual meetings are entirely lawful and often more compassionate when the employee is working from home.
Q: Am I required to offer a support person during a redundancy meeting?
A: No. You are not required to offer a support person — only to avoid unreasonably refusing one if requested.
Q: Do I need to give several days’ notice before a redundancy meeting?
A: No. While it’s important to allow time for consultation, giving long advance notice of a meeting can increase stress unnecessarily. It’s better to manage the process with sensitivity.
Need Expert Redundancy Advice?
At ER Focus, we support businesses across Australia with practical and legally compliant solutions to termination, redundancy, and organisational change.
David Haydon, a senior Employment Relations Specialist, has advised on hundreds of redundancy and termination processes — ensuring fair treatment for employees and reduced risk for employers.
Contact David Haydon on 0409400118 for confidential, expert support in managing redundancies the right way.
Contact ER Focus or email david@erfocus.com.au