What to do if…
you are asked to train someone and you suspect they are replacing you

What to do now

1. Get the request pinned down in writing (or confirm it in writing).
   Ask: what topics, which systems/processes, who the trainee is, how long it should take, and the deadline. Ask what work should be deprioritised to make time.

2. Ask the key question calmly: “Is my role changing?”
   Keep it neutral: “Is this cross-training/cover, or is there a restructure/redundancy process I should be aware of?” If they answer verbally, email a brief summary of what you understood.

3. If they won’t confirm anything, ask what process this is.
   Request clarity on whether this is normal coverage, performance management, a restructure, or redundancy planning — and ask who is the decision-maker for your role going forward.

4. Start a clean, private record of facts.
   Note dates, who asked what, any changes to your duties/access, and anything said about headcount or “handover.” Keep it factual. Save relevant emails, meeting invites, objectives, and recent feedback.

5. Check your contract and policies today.
   Find your notice period, job description, redundancy policy, and grievance policy (often in your handbook or intranet). You’re looking for what the employer says they will do when roles change.

6. Have one practical 1:1 with your manager (then write it up).
   Focus on workload, priorities, and what “good” looks like for the training. Afterward, send a short follow-up email confirming the plan and any statements about your role.

7. If redundancy/restructure is hinted at, ask for the proper consultation steps.
   If you’re told you’re “at risk,” ask what stage things are at, when consultation starts, how selections are made (if relevant), and what alternative roles exist.

8. Use support that exists in your workplace early.
   If you’re in a union, contact your rep before anything escalates. If HR is involved, ask (in writing) what process applies and what to expect next.

9. If the situation feels unfair or unsafe, use the grievance route (starting informal).
   Raise concerns as a process issue (unclear role status, inconsistent treatment, being set up to fail with workload). If that goes nowhere, use the formal grievance procedure and keep it evidence-based.

10. Keep the training professional and bounded.
    Ask for a simple training plan and calendar time. Confirm that your normal deliverables are adjusted so you’re not later criticised for “missed work” or “poor cooperation.”

11. If you’re dismissed or pushed out quickly, get things in writing and act promptly.
    Ask for the reason in writing. In some situations employers must provide written reasons; even when not required, a written explanation can help you understand your position and next steps. If you’re considering a claim, be aware tribunal time limits are tight and Acas Early Conciliation is a key early step.