What to do if…
your employer is reviewing roles and has asked for an updated CV or resume

What to do now

1. Reply calmly and ask for the basics in writing. Send a short email to the person who asked, copying HR if appropriate:

   • What is happening: a role review, reorganisation, redundancy consultation, redeployment exercise, performance process, or something else?
   • What is the timeline for decisions and next meetings?
   • What will the updated CV be used for: internal matching, selection, redeployment, client work, or another purpose?

2. Ask whether you are personally at risk. Use plain wording such as:

   • “Am I currently considered at risk of redundancy?”
   • “Is my current role proposed to change, be removed, or be mapped to a different role?”
   • “Will I receive a written role profile or proposal before I am asked to respond?”

3. If selection could be involved, ask about the pool and criteria. Ask:

   • “What is the proposed selection pool?”
   • “What criteria will be used?”
   • “How will the criteria be scored and checked for consistency?”
   • “Will I be able to see and comment on any scoring about me?”

4. Create your own record of what has happened. Write down the date, who spoke to you, what was said, and any deadlines mentioned. If there has already been a verbal conversation, send a short email saying “To confirm my understanding…” and list the key points.

5. Update your CV carefully against your real work. Ask for your current job description and any proposed new role profile. Keep the CV factual, include the work you actually do, and avoid claims you could not evidence if asked.

6. Ask what alternatives are being considered. If redundancy or role removal may be possible, ask whether the employer is looking at ways to avoid or reduce redundancies, including redeployment, suitable alternative vacancies, retraining, different teams, reduced hours, or other practical options.

7. If you are pregnant, on relevant family leave, or recently returned from it, flag this in writing if relevant. In UK redundancy situations, some employees with pregnancy or family-leave redundancy protection must be offered any suitable alternative vacancy as a priority if one is available. You do not need to argue the law in the moment; just make sure HR has the correct information and records it.

8. If a settlement agreement is mentioned, slow it down. Say that you need a copy to review and that you will take independent advice before responding. In the UK, a settlement agreement must meet legal conditions, including advice from a relevant independent adviser, before it can validly settle employment claims.

9. If you later need records, consider a subject access request carefully. A subject access request can be used to ask for copies of your personal information, such as some notes or records about you. It can affect the tone of the situation, so consider advice before sending one if the process is already tense.

10. Keep working normally while you gather facts. If you are asked to do something unusual, such as a handover, knowledge transfer, returning equipment early, or training someone to do your tasks, ask why and get the reason confirmed in writing.