The UK’s higher education sector is continuing to face significant financial pressure. Projections suggest that nearly half of all universities could be operating at a deficit in 2026. This is being driven by a combination of fixed domestic tuition fees, rising operational costs, and changes in international student enrolment.
For HR leaders across the sector, this financial reality brings the difficult prospect of restructuring and potential job cuts firmly into focus.
When redundancies become unavoidable, the impact reaches far beyond those who are leaving. The process affects the entire university community, from departing employees to the colleagues they leave behind. For HR leaders, the challenge is to manage this with compassion and strategic foresight, while also protecting the institution’s long-term health and employer brand.
One important step universities should consider is implementing comprehensive career transition programmes, also known as outplacement, that offer personalised career coaching, including:
- Skills development workshops: These can focus on building transferable skills and exploring new career paths. They give individuals the chance to broaden their skill set and consider opportunities both within and outside academia.
- Job-search support: This can include help with finding new employment opportunities, access to job-search resources, CV workshops, interview support, and networking opportunities.
By giving staff access to these kinds of resources, institutions can empower employees to explore new opportunities both within and beyond academia. It also shows a genuine commitment to staff well-being, helping to foster loyalty, preserve trust, and support long-term engagement. The benefits extend not only to departing staff, but also to the institution and the colleagues who remain.
Modern career transition support goes far beyond basic CV-writing assistance. The most effective programmes provide individuals with a personal career coach, practical tools, and tailored skills workshops, helping them build the confidence to navigate today’s job market more effectively.
As one HR Partner in the education sector noted, “The feedback received from users of the service demonstrates the high value of the coaching support provided, as well as the innovative online resources. Colleagues at INTOO are very responsive and easy to liaise with, and all matters are dealt with in a confidential and effective way.” Read more.
Steps university HR leaders can take to support employees through career transitions
As job cuts continue to be a reality across the sector, proactive planning is key. Here are some practical steps university HR leaders can take:
- Build the business case now: Don’t wait until restructuring is announced. Start building the case for career transition support by highlighting its role in risk mitigation, brand protection, and employee well-being. Position it as a strategic investment rather than simply an operational cost.
- Choose a coaching partner, not just a provider: Look for a partner that understands the specific challenges facing the higher education sector. Universities may want to explore external career transition specialists, such as INTOO, who can provide personalised support for academic, research, and professional services staff.
- Communicate openly and transparently: Wherever possible, employers should communicate openly with staff about potential job cuts or organisational change. Honest communication helps people prepare, while also reducing uncertainty and anxiety.
- Offer continuing education opportunities: Universities are well placed to support staff who want to pursue further study or training to strengthen their skills and qualifications. This demonstrates a commitment to personal and professional development, while also helping individuals prepare for future career moves.
Securing your institution’s future
The road ahead for UK universities may be challenging, but it is still possible to navigate change successfully. By putting people at the heart of your strategy and investing in compassionate, effective career transition support, institutions can manage necessary change with integrity.
This approach not only supports those who are leaving, but also protects your institution’s reputation and helps build trust and resilience for the future. It sends a clear message to staff that they are valued members of your education community.
As higher education continues to evolve, it is vital for institutions to prioritise the well-being and career transitions of their staff.
Ready to learn how a strategic career transition partnership could benefit your university?
Please do get in touch at GetInTouch@intoo.com to learn more about our approach.