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Consultation is key to a fair redundancy process. But there’s more to consultation than the legal process – communication throughout is key to reducing disruption and keeping your best people.
Here are our top five tips for starting a fair and transparent redundancy process.
Cut out the rumours – prior to the first announcement, carefully plan the message that you want to land with every one of your employees (or at least those who will hear about the redundancies) in respect of the changes that you’re proposing. Start the communication process by ensuring that everyone is given the same message about the reasons for the proposed changes, those potentially affected and the next steps.
Straight-talking, clear messaging is key – rehearse your key reasons for the possible changes carefully. Be clear that the outcome is not predetermined and this is the start of a process designed to avoid redundancies. Be clear on the support available, when updates will be provided and how the end of the process will be communicated.
Choose a communication method which works for your employees – whether it’s a video making the announcement about the start of a redundancy process, messaging from managers to their team or an online meeting, be sure to choose communication tools that work for your employees.
Shout out support – everyone deals with change differently. Whether an employee is at risk or just unsettled, shout out the routes to support that you can offer. Whether it’s an EAP helpline, financial support, or offers of counselling, be sure to remind employees regularly of the support available.
Keep on top of frequently asked questions – there’s a huge amount of information your employees will need to digest in the early stage of redundancy consultations. You’ll have many questions raised about the process, the payments, the alternatives and the fairness. Be ready to deliver the answers to those questions at the right time, in the right way and consider whether an up-to-date frequently asked questions page on your intranet is a good way to deal with questions asked by many.
If you need advice or guidance on managing a consultation process – Intelligent Employment is here to help. Find out how.
This update is accurate on the date it was sent (24 October 2022), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.