Redundancies protocol
Discussion
Sadly, after 16 years of operating, it's looking increasingly likely that we will have to downsize our workforce. There is still a glimmer of hope that we'll be able to continue with our current staffing level, but should the worst come, and never having been in this position before, can anyone talk me through any hurdles we have to clear when selecting candidates, remuneration etc? Will obviously make sure whatever we do is all above board, but any pointers ahead of time would be gratefully received.
Numbers are small (2-3 max), but that makes no difference to me. We're a small team, and I look on all my guys as people rather than numbers....
Numbers are small (2-3 max), but that makes no difference to me. We're a small team, and I look on all my guys as people rather than numbers....
Yep, be open with the team when you know a decision needs to be made- what are the alternatives to make the savings you need?
If redundancies are unavoidable, try voluntary option first? If not, which roles can most easily be redistributed/ who are the key team members? What is in the T's and C's- notice, payments due etc? There are statutory minimums which I guess is the starting point and then you work from there.
Been in your position twice before, not pleasant being a negative decider of peoples futures.
If redundancies are unavoidable, try voluntary option first? If not, which roles can most easily be redistributed/ who are the key team members? What is in the T's and C's- notice, payments due etc? There are statutory minimums which I guess is the starting point and then you work from there.
Been in your position twice before, not pleasant being a negative decider of peoples futures.
You need a specialist employment lawyer. The law is very prescriptive on what to do and any mistakes may cost you dearly. People's reactions to this sort of news vary widely and someone you thought was reasonable may become very unreasonable when faced with losing their job. A preliminary meeting with a lawyer sooner rather than later will help you with you planning and budgeting for costs involved.
Good luck..not a happy situation for anyone.
Good luck..not a happy situation for anyone.
Edited by Dicky Knee on Wednesday 6th May 18:49
We use a small HR Company. Husband and wife team.
http://www.mcmconsultants.co.uk.
Really easy to work with and not expensive.
I know they have clients in Norfolk
No link other than very happy customer
http://www.mcmconsultants.co.uk.
Really easy to work with and not expensive.
I know they have clients in Norfolk
No link other than very happy customer
If you are a member of the Chamber of Commerce I believe you can get some advice as part of your membership
http://chamberhr.qdosconsulting.com/qed/human-reso...
My sympathies though - crappy situation to face.
Cheers,
Phil
http://chamberhr.qdosconsulting.com/qed/human-reso...
My sympathies though - crappy situation to face.
Cheers,
Phil
Approach a local HR specialist, preferably one who has been recommended (if you're in Kent, i'd be happy to recommend one). They'll go through your situation and give you a list of steps to follow, and templates of the letters and stuff that you'll need. It'll cost you a few £, perhaps £500, but it will be well worth it for your peace of mind, and to ensure that you don't open yourself up to any claims, which could be far, far most costly.
As others have said, even the nicest people can react badly to being told they're being considered for redundancy, and funnily enough, those you thought might react badly, often don't. It's an emotional time, and my advice would be to get the process done as quickly as reasonable possible, as fast as your HR advises say you can. It will be much better for everyone involved.
It's not a pleasant thing to have to do, but console yourself that you are doing it for the right reasons and that you are securing the future of the company. I've had to do it several times, and have actually found that the company can actually come out of it stronger, with a smaller, more select workforce.
As others have said, even the nicest people can react badly to being told they're being considered for redundancy, and funnily enough, those you thought might react badly, often don't. It's an emotional time, and my advice would be to get the process done as quickly as reasonable possible, as fast as your HR advises say you can. It will be much better for everyone involved.
It's not a pleasant thing to have to do, but console yourself that you are doing it for the right reasons and that you are securing the future of the company. I've had to do it several times, and have actually found that the company can actually come out of it stronger, with a smaller, more select workforce.
Inkyfingers said:
Approach a local HR specialist, preferably one who has been recommended (if you're in Kent, i'd be happy to recommend one). They'll go through your situation and give you a list of steps to follow, and templates of the letters and stuff that you'll need. It'll cost you a few £, perhaps £500, but it will be well worth it for your peace of mind, and to ensure that you don't open yourself up to any claims, which could be far, far most costly.
As others have said, even the nicest people can react badly to being told they're being considered for redundancy, and funnily enough, those you thought might react badly, often don't. It's an emotional time, and my advice would be to get the process done as quickly as reasonable possible, as fast as your HR advises say you can. It will be much better for everyone involved.
It's not a pleasant thing to have to do, but console yourself that you are doing it for the right reasons and that you are securing the future of the company. I've had to do it several times, and have actually found that the company can actually come out of it stronger, with a smaller, more select workforce.
HR specialist is absolutely the right place to turn if you need to, no requirement for an employment lawyer whatsoever. Having handled two rounds of redundancies in a business with over 15,000 employees the HR business partners provided all the appropriate guidance. We didn't even have an employment lawyer..As others have said, even the nicest people can react badly to being told they're being considered for redundancy, and funnily enough, those you thought might react badly, often don't. It's an emotional time, and my advice would be to get the process done as quickly as reasonable possible, as fast as your HR advises say you can. It will be much better for everyone involved.
It's not a pleasant thing to have to do, but console yourself that you are doing it for the right reasons and that you are securing the future of the company. I've had to do it several times, and have actually found that the company can actually come out of it stronger, with a smaller, more select workforce.
truck71 said:
Inkyfingers said:
Approach a local HR specialist, preferably one who has been recommended (if you're in Kent, i'd be happy to recommend one). They'll go through your situation and give you a list of steps to follow, and templates of the letters and stuff that you'll need. It'll cost you a few £, perhaps £500, but it will be well worth it for your peace of mind, and to ensure that you don't open yourself up to any claims, which could be far, far most costly.
As others have said, even the nicest people can react badly to being told they're being considered for redundancy, and funnily enough, those you thought might react badly, often don't. It's an emotional time, and my advice would be to get the process done as quickly as reasonable possible, as fast as your HR advises say you can. It will be much better for everyone involved.
It's not a pleasant thing to have to do, but console yourself that you are doing it for the right reasons and that you are securing the future of the company. I've had to do it several times, and have actually found that the company can actually come out of it stronger, with a smaller, more select workforce.
HR specialist is absolutely the right place to turn if you need to, no requirement for an employment lawyer whatsoever. Having handled two rounds of redundancies in a business with over 15,000 employees the HR business partners provided all the appropriate guidance. We didn't even have an employment lawyer..As others have said, even the nicest people can react badly to being told they're being considered for redundancy, and funnily enough, those you thought might react badly, often don't. It's an emotional time, and my advice would be to get the process done as quickly as reasonable possible, as fast as your HR advises say you can. It will be much better for everyone involved.
It's not a pleasant thing to have to do, but console yourself that you are doing it for the right reasons and that you are securing the future of the company. I've had to do it several times, and have actually found that the company can actually come out of it stronger, with a smaller, more select workforce.
Thanks for the advice. It's not a step I'll take lightly, and will initially hold off for a bit. All my guys are excellent workers, and reliable. It's taken years to train them in a fairly uncommon discipline, and should work pick up in 6 months or so, I may not be able to re-recruit them. Luckily I have a financial cushion to allow us to carry the costs for a few weeks, should the worst happen.
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