"There have been a couple of rounds of redundancies at my agency over the past year or so. We have just been told to expect another round within the next few months. As you can imagine, we are all really worried. I'm feeling especially anxious because I have a feeling that ageism is a factor when management are looking at who to make redundant. In the last two rounds, there were four people around my age - mid-40s - who had to leave. I'm feeling really anxious. I'm also perimenopausal, which is making me feel even more anxious and aware of my age. I don't know if there is anything I can do - I feel old, powerless and worried."

I’m really sorry to hear that you’re feeling anxious and powerless, and I’m glad you’ve reached out to NABS for support. What you’ve described does sound very unsettling and, unfortunately, it’s something we hear often on the NABS Advice Line, with redundancy consistently one of the top reasons people contact us.

Multiple rounds of redundancies can leave people feeling constantly on edge - waiting for the next announcement, watching colleagues leave, and trying to read between the lines. Over time, this uncertainty can chip away at your confidence, sense of safety and feeling of belonging at work.

You’ve noticed a pattern that feels age-related, so it’s completely understandable that you’re worrying whether you could be next to be impacted. These fears can be deeply unsettling, especially when combined with the physical and emotional impact of perimenopause, which can heighten anxiety and affect confidence.

Something we often remind callers is that redundancy is about the role itself - not you or your capability.

It’s also important to note that while menopause itself isn’t a protected characteristic in employment law, age is. This means you can’t be selected for redundancy because of your age. Employers are expected to follow a fair process and use objective criteria when making redundancy decisions.

In uncertain situations like this, it can help to focus on what’s within your control, so you feel a little more anchored.

This might include:

Information gathering: Equipping yourself with knowledge can help bring clarity, confidence, and a sense of calm. You might find it helpful to read the NABS Redundancy Guide and review your employment contract (and any relevant paperwork), so you feel a step ahead.

It’s also worth checking whether your organisation has a menopause policy and an internal redundancy policy that you can read through.

Keeping a record: If conversations take place about restructures or future changes, having a written record can be useful. This might be your own brief notes or follow-up emails, as well as jotting down any questions you want to come back to. It might also be helpful to keep a note of anything you’ve raised with your manager about your mental wellness, including where perimenopausal symptoms may be impacting your work.

Support from your organisation: What might you need from your manager right now? Is there clarity that HR could offer around timelines or communication? How might you and your colleagues best support one another through this period?

Taking care of your physical and mental wellbeing: What is one practical step you could take to look after yourself? For some people, speaking with their GP about perimenopausal symptoms can be a helpful place to start. Your organisation might also offer mental wellness support that’s worth exploring.

Connecting with others: NABS’ free workshops and group sessions can be a great way to meet others in the industry who may be experiencing similar challenges. You can see all upcoming sessions in our calendar.

Speaking to the NABS Advice Line: We’re here to talk through your rights around redundancy, explore worries about ageism, acknowledge the impact of perimenopause, or simply offer space to say out loud how powerless this feels.

Whatever happens next, please know you’re not alone.

NABS is in your corner. Contact our Advice Line for more help and guidance at nabs.org.uk/get-help/ 

Need a helping hand? To submit your question for next month, email NABS.