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uk Work & employment crises role review at work • business reviewing roles • asked for updated cv • cv update request • job at risk conversation • possible redundancy signs • restructure rumours • consultation meeting • selection criteria scoring • selection pool redundancy • redeployment discussion • suitable alternative employment • change of role proposal • reduced headcount risk • hr asked for cv • role mapping exercise • pregnant and redundancy risk • maternity leave redundancy protection

What to do if…
you are told the business is reviewing roles and you are asked for an updated CV

Short answer

Pause and get clarity in writing: what the “review” is, what decisions are being considered, and what your CV will be used for. Do not resign or agree to anything final today.

Do not do these things

  • Do not resign “to get ahead of it” or accept pressure to leave quickly.
  • Do not sign anything on the spot (new contract, resignation letter, “voluntary redundancy”, settlement agreement).
  • Do not assume it’s definitely redundancy — but do treat it as a formal risk and document everything.
  • Do not submit a rushed CV that contains inaccuracies you’ll later regret.
  • Do not vent in public channels (company-wide Slack/Teams) in a way that could be framed as misconduct.
  • Do not delete emails/messages or wipe your work device out of panic.

What to do now

  1. Reply calmly and ask for the basics in writing. Send a short email to the person who asked (cc HR if appropriate):
    • What is happening (role review, reorganisation, consultation, redeployment, performance process — which one)?
    • What is the timeline for decisions and next meetings?
    • What will the updated CV be used for (internal redeployment matching, selection, client work, etc.)?
  2. If selection could be involved, ask about the selection pool and criteria. For example:
    • “Am I considered ‘at risk’?”
    • “What is the selection pool for this review?”
    • “What selection criteria/scoring will be used, and how will scores be applied consistently?”
  3. Ask for a meeting and take control of the record. If you already had a verbal conversation, email afterwards: “To confirm my understanding…” and list what was said, including dates promised. Keep copies at home.
  4. Update your CV carefully so it matches your real work and your role profile. Ask for your current job description (and any proposed “new role profile” if roles are changing). Keep your CV factual and consistent with what you can evidence.
  5. Ask what alternatives are being explored. If this is heading toward redundancy, consultation should include discussing alternatives. Ask what options are on the table (redeployment, suitable alternative vacancies, part-time/reduced hours, retraining, different teams).
  6. If you are pregnant or have redundancy protection linked to family leave, flag it early and in writing (only if relevant). In UK redundancy situations, some people (for example, pregnancy and certain maternity/adoption/shared parental leave situations) can have priority for any suitable alternative vacancies. You do not need to argue the law in the moment — just ensure HR is aware and that it’s noted in the process record.
  7. If a settlement agreement is mentioned, slow it down immediately. In the UK, a settlement agreement is only legally valid if you get advice from a relevant independent adviser. Ask for a copy to take away, and say you’ll review it with independent advice.
  8. If things become contentious, consider a data request carefully (don’t rush this). If you later need copies of personal data held about you (for example, notes about your role, scoring, or meeting notes), you can consider a subject access request. This is a serious step that can change the tone, so consider getting advice first.
  9. Keep doing your job normally while you gather facts. If you’re asked to do something unusual (handovers, “knowledge transfer”, returning equipment early), ask why and get it confirmed in writing.

What can wait

  • You do not need to decide today whether you’d take voluntary redundancy, a different role, or a settlement.
  • You do not need to threaten legal action to ask reasonable process questions.
  • You do not need to perfect your CV in one sitting — accuracy matters more than polish right now.
  • You do not need to disclose personal plans beyond what’s needed to request accommodations or protected leave.

Important reassurance

Being asked for an updated CV during a “role review” is common in restructures and redeployment exercises — it can be a sign of risk, but it is not proof you’re being singled out. Your goal in the next 24–72 hours is simply to slow things down, get clarity in writing, and protect your options.

Scope note

These are first steps to stabilise the situation and avoid irreversible mistakes. If you are formally “at risk” or given notice, you may need tailored advice based on your contract, length of service, and the employer’s process.

Important note

This is general information, not legal advice. Workplace situations vary and small details can change what applies. If you think you’re being treated unfairly or pressured to sign/leave quickly, consider getting independent advice before agreeing to anything.

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