When employees are made redundant it is essential that the process is fair. This will help prevent claims of unfair dismissal, or discrimination against those who are being made redundant.
Often it can be easy to make redundancy decisions without thinking carefully about how they will impact other members of staff. It is important to consider this, especially when redundancies are made in smaller numbers.
One way to protect your business against adverse action claims and a potential grievance is to ensure that you select workers for redundancy using objective criteria such as performance or length of service. This avoids subjective selection methods that might be difficult to prove if challenged.
It is also essential to communicate the redundancy process empathetically and give employees practical support in their next job search. This will help them feel less victimised.
Redundancy is when your business no longer needs an employee’s skills. It can be triggered by an economic recession, changing technology or limited funding for certain projects.
If you choose to dismiss employees, it’s important to consult with them. Consultation enables workers to understand why they’re being made redundant and gives them the opportunity to discuss alternative solutions.
Employee redundancy can be a tough time for workers. They often find it hard to cope with losing their jobs and struggling with soaring household bills.
In this situation, it’s important to remember that employees deserve to be appreciated and respected for their efforts. Appreciation will help to keep them motivated and their morale high.