Workforce reduction consulting proposal: Free template
Customize this free workforce reduction consulting proposal with Cobrief
Open this free workforce reduction consulting proposal in Cobrief and start editing it instantly using AI. You can adjust the tone, structure, and content based on your company's size, industry, and legal risk profile. You can also use AI to review your draft — spot gaps, tighten language, and improve clarity before sending.
Once you're done, send, download, or save the proposal in one click — no formatting or setup required.
This template is fully customizable and built for real-world use — ideal for pitching advisory services to leadership teams, HR heads, or legal departments managing layoffs, restructuring, or headcount reductions. Whether you’re handling a small adjustment or a company-wide downsizing, this version gives you a structured head start and removes the guesswork.
What is a workforce reduction consulting proposal?
A workforce-reduction consulting proposal outlines your plan to guide a company through the strategic, legal, and communication steps required when reducing headcount. It typically includes planning support, compliance reviews, communication strategy, severance and offboarding guidance, and stakeholder alignment.
This type of proposal is commonly used:
- When a company is facing financial constraints, restructuring, or realignment
- To reduce legal, cultural, and reputational risk during layoffs
- To provide external objectivity and structure in emotionally complex situations
- To support HR and leadership teams who have never run a formal RIF process before
It helps businesses carry out reductions respectfully, compliantly, and with minimal disruption.
A strong proposal helps you:
- Set up a clear, defensible selection process and timeline
- Avoid legal and regulatory missteps, especially around protected classes
- Communicate clearly and compassionately with all stakeholders
- Build a process that protects culture and brand during a difficult moment
Why use Cobrief to edit your proposal
Cobrief helps you write with clarity and empathy — while keeping your structure sharp and your messaging tight.
- Edit the proposal directly in your browser: No formatting struggles — just focus on getting the tone and details right.
- Rewrite sections with AI: Instantly adjust for legal, HR, or executive audiences with the right level of formality and precision.
- Run a one-click AI review: Let AI flag vague deliverables, compliance gaps, or confusing language.
- Apply AI suggestions instantly: Accept edits line by line or apply all updates at once.
- Share or export instantly: Send the proposal directly or download a clean PDF or DOCX version for delivery.
You’ll produce a proposal that’s professional, clear, and built for sensitive execution.
When to use this proposal
Use this workforce reduction consulting proposal when:
- Supporting a company planning layoffs, role eliminations, or restructuring
- Providing HR or legal guidance for rightsizing or budget-driven headcount changes
- Offering external support to prevent missteps or legal exposure during reductions
- Assisting clients with high-risk terminations or multi-country workforce changes
- Helping leadership protect brand, culture, and operational continuity through change
It’s especially useful when the internal team is overwhelmed, uncertain, or facing time-sensitive decisions.
What to include in a workforce reduction consulting proposal
Use this template to walk the client through your structured support — from risk analysis to post-layoff communication — in clear, steady language.
- Project overview: Outline the context — financial pressure, market shift, M&A, etc. — and how your approach balances business needs with people impact.
- Planning and scope definition: Help clarify goals, timelines, and selection criteria while aligning key stakeholders on scope and intent.
- Compliance and risk mitigation: Support compliance with WARN, EEOC, ADA, ADEA, and state-specific notice and severance laws. Flag key risks early.
- Selection criteria and documentation: Guide the design of fair, business-driven selection frameworks — and help document them defensibly.
- Communications and messaging: Draft or review manager scripts, employee notices, FAQs, and all-staff announcements with empathy and clarity.
- Offboarding and logistics: Help manage exit timelines, system deactivation, final pay, COBRA notices, and transition resources.
- Manager enablement: Train or coach managers to deliver news calmly and legally — and answer employee questions in real time.
- Culture and reputation safeguards: Support internal narrative-building, pulse check tools, or brand messaging to reduce long-term fallout.
- Timeline and execution phases: Break into pre-layoff planning, delivery, post-layoff wrap-up, and optional follow-on support.
- Pricing: Offer a clear pricing model — project-based, retainer, or hourly — with optional add-ons like live comms support or legal review.
- Next steps: End with a simple CTA — such as booking a kickoff call, aligning on impacted groups, or sharing draft timelines.
How to write an effective workforce reduction consulting proposal
This proposal should feel calm, structured, and trustworthy — especially for leadership teams under pressure and managing emotional risk.
- Prioritize clarity and tone: Write in a way that feels composed and experienced — not robotic or overly sanitized.
- Anchor in risk and reputation: Emphasize how you reduce legal risk and protect internal morale and external brand.
- Offer practical guidance: Don’t be theoretical — show that you’ve done this before and know the exact order of operations.
- Respect the human side: Show you’re a steady hand, not just a process manager — language matters here.
- Reinforce flexibility: Not every client needs full-scale support — make room for modular or reactive engagement.
- Always close with motion: Don’t end on a summary — give them a clear step to move forward with.
Frequently asked questions (FAQs)
How much legal detail should I include without crossing into legal advice?
Stick to framing the legal landscape (e.g., WARN, EEOC, ADEA) and where risks typically arise. Don’t interpret the law — instead, flag where legal counsel should be consulted. You’re guiding the process, not offering legal guarantees.
Should I offer cultural or reputational support after the layoff?
Yes. Even a small section on post-reduction trust-building, internal comms, or leadership narrative makes the proposal feel more complete. Most companies forget the “after,” and it's where long-term damage happens.
How do I scope when the client hasn’t confirmed who’s being cut?
Build a phased model: start with scenario planning, stakeholder alignment, and selection framework design. Treat execution (scripts, timelines, comms) as a second phase once the scope is clear.
What pricing model works best here?
For small or mid-sized reductions, a fixed-fee project structure is clean. If they’re still figuring things out — or the org is larger — use phased pricing or a retainer. Offer optional live support (e.g., manager coaching, comms delivery) as an add-on.
Is it worth including communications templates in the proposal?
Absolutely. Even if the client doesn’t ask for them, they’ll likely need them. Including scripts, FAQs, or announcement drafts signals that you're thinking through the full execution — not just the planning.
This article contains general legal information and does not contain legal advice. Cobrief is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.