Jack’s Empowerment and Inspiration: 188. ARE YOU BETTER OFF AS AN EMPLOYEE? Jack’s Redundancy Empowerment - empowering redundancy - empowering redundant workers

188. ARE YOU BETTER OFF AS AN EMPLOYEE? Jack’s Redundancy Empowerment - empowering redundancy - empowering redundant workers - empowering redundant staff - empowering redundant employees - making redundancy work for you - is redundancy a dead end? - is redundancy the end of the road? - making the most of redundancy - empowering the redundant worker - Jack Lookman - Rita Nnamani - Olayinka Carew - Ola Carew - Jack Lookman Limited - Amebo - Olofofo - Ire o - Ire kabiti - Empowerment and Inspiration - Empowering And Inspiring Generations - Yinka Carew - Olayinka Carew aka Jack Lookman - Jack’s Empowerment and Inspiration

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After redundancy, employment can start to feel like a trap you narrowly escaped. The loss hurts, but alongside it comes a sense of relief. No more politics. No more performance reviews. No more waiting for decisions made above your head. In that emotional space, it becomes easy to dismiss employment altogether and convince yourself you were never meant to be an employee in the first place.

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But that belief deserves careful examination.

Being an employee is not a weakness. It is a structure. For many UK workers, it provides stability, protected rights, predictable income, and a framework that supports long term wellbeing. Statutory sick pay, pension contributions, paid holidays, parental leave, and employment protections are not small benefits. They quietly hold up entire lives.

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Some people flourish in environments with clear expectations, defined roles, and shared accountability. They perform best when they are not accountable for every decision. They prefer teamwork over autonomy. They want to focus on delivery rather than perpetual reinvention. There's no shame in this. Organisations rely on people like these to function properly.

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In the UK job market, experienced individuals are still in high demand. The problem isn't employment itself, but the mismatch between individual and workplace. A poisonous atmosphere, inadequate leadership, or a lack of advancement can make work miserable. However, these are organisational issues, not proof that you are unsuitable for employment.

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Redundancy often forces people to romanticise alternatives. Freelancing looks flexible. Business looks empowering. But both remove the safety nets many people unknowingly rely on. If you struggle with uncertainty, irregular income, or self promotion, employment may still be your strongest foundation.

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Being better off as an employee does not mean returning to the same environment. It means choosing a workplace that aligns with your values, energy, and stage of life. A different sector, a different employer, or a different role can completely change your experience of work.

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Some UK workers feel pressured to reinvent themselves dramatically after redundancy, as if returning to employment means failure. This narrative is harmful. Recovery is not about proving independence. It is about choosing what supports your life sustainably.

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Ask yourself whether you enjoyed contributing to a team, being part of something larger than yourself, and having boundaries around work. Ask whether stability allows you to thrive creatively and personally. These are not small considerations.

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