On redundancy itself: there is no stigma attached to it, and frankly unless you were senior enough to make a real impact on the profitability of the firm there was probably little you could have done about it, if anything at all. It helps to place the redundancy into context when you are explaining your circumstances: if an entire practice closed for example or you were 1 of a large number made redundant (large relative to the size of organisation I mean) then say so. It is important that you make it clear that you were made redundant because of the wider context, not for your own lack of performance. Getting this message across clearly, and without recriminations, being retiscent to explain it, or resentfulness and you will not only go along way to putting the issue tp one side, you will also help to deal with the more important (and damaging effects) of redundancy.The reality is it is often not redundancy which counts against you - it is becoming a fact of life, most people will have portfolio careers throught their lifetime, and despite the efforts of the unions to protect jobs for life in the public sector, most people will lose a job for one reason or another. Those you interview with will also have seen it, been through it, or know someone who has. What damages your application is the loss of confidence and self worth which people attach to redundancy - it's quite natural to rationalise it as being a decision about you as an individual. Like many major changes in life it takes a grieving process to let go of what happened. Be angry about it if that helps, but when you are interviewing put it into the positive light which you will sooner or later see anyway - a chance to reassess, to update skills and knowledge, see more of the family, pursue those dream opportunities which you just never had the time to do, focused as you were on working hard for your previous role.
