Redundancy is a potentially fair reason for dismissing your employee. Redundancy procedures and requirements are complex and full of pitfalls, we therefore recommend that you contact us to discuss your situation if you are uncertain. We can provide hands-on support through the whole process.
So how can EMDS HR support those facing redundancy:
1) Keep communication channels open. Ensure that those under threat of redundancy are able to ask questions and have a central person to refer questions or concerns to if the line manager is unable to help.
2) Provide outplacement support. Outplacement services provide practical and specialist career coaching support to enable the individual to navigate the job market and transition into new employment as painlessly as possible.
3) Respond to any questions or concerns quickly. Ambiguity contributes to stress and anxiety therefore getting back to employees with answers to their questions is imperative.
For the majority of individuals a redundancy process is a deeply personal matter. It can undermine the beliefs and values that have been shaped and defined over a significant period their working lives. When someone is told that they are no longer needed or that the role they perform is no longer important it can be a devastating and isolating experience. These feelings can generate other emotions of vulnerability, depression and even despair and for older individuals, they have to contend with employment limitations of age.
The bottom line is that redundancy hurts. It is often met with a range of emotions – the most common being a sense of loss where the individual undergoes a grieving process. Therefore when HR are more concerned with following “the process” and forget the significance a redundancy can have on an individual it undermines the valuable contribution they could have made to the organization.
With the psychological contract between worker and employer under strain and at its worst, broken completely, employees who have witnessed their colleagues clearing their desks often experience greater insecurity and stress levels. HR therefore have a vital role to play with every exit from the organization – whether it’s a voluntary or managed decision.