What is typically the outcome of redundancy?

Redundancy usually refers to a situation where an employee's position is no longer needed within an organization, often due to changes in the market, technology, or company structure. The most direct and immediate consequence of redundancy is the termination of employment for those individuals whose roles have become surplus to requirements. This often occurs when a business restructures, downsizes, or automates certain functions.

While the decision to make positions redundant can sometimes be influenced by a skills mismatch—where employees do not possess the required competencies for the current direction of the business—the primary aspect of redundancy is that it results in the loss of jobs within the organization. Thus, option B captures the essence of what occurs in redundancy situations, highlighting the end result of these organizational changes.

Other options are less aligned with the typical outcomes of redundancy in the workplace. Increased workforce morale, for instance, is unlikely when layoffs occur, as remaining staff may feel insecure about their jobs. New job openings created may happen in a broader organizational context but is not a direct outcome of redundancy itself; often, the opposite is true as positions are eliminated. Experience-based promotions typically signal a career advancement within an organization rather than the consequences of redundancy, which are primarily negative in terms of employment stability.