Why Your Redundancy Consultation Meetings Are Failing (And How to Fix Them)
When employment lawyer Dan Smith reflects on 15 years of redundancy and employment law, one pattern emerges repeatedly: “The single biggest cause of tangible legal risk I see is managerial capability.” As a legal director at People Law, Dan has witnessed the full spectrum of redundancy processes – from those that protect both employers and employees, to those that end up in costly employment tribunal proceedings.
The Complete Guide to Creating a Redundancy Communication Plan That Puts People First
When Lorna Moles reflects on her 20 years of HR experience, one thing stands out: “I’ve always said that communication is the main theme running throughout my planning for any redundancy process.” As the founder of Farrell HR and former corporate HR leader, Lorna has managed everything from single role deletions to large-scale collective consultations and she’s learned that getting the redundancy communication strategy right can make all the difference.
A Line Manager’s Guide to Dealing with Redundancy: Balancing Compassion and Compliance
Redundancy isn’t just about processes. It’s about people, their families and their futures. As a line manager, you’re often the constant presence your team turns to during one of the most vulnerable times in their working lives.
Redundancy Survivor Syndrome: Why Those Who Remain Need Your Attention Too
When the dust settles after a redundancy programme, there’s often a collective sigh of relief from HR teams. The legal compliance has been managed, the process has been fair and those leaving have been supported through their transition. But what about the people who remain?
How to successfully manage redundancy emotions
Whether you’re doing your first redundancy or your hundredth, people’s emotions are unpredictable. And as HR professionals, you navigate those emotions multiple times. For the individuals placed at risk, the managers you’re supporting and for yourself. Yet, often, too much energy is focused on the process and very little time is given to managing the emotional effects of redundancy. Even though, effectively supporting these for everyone can be the difference between a successful programme and a disaster.
Helping people at risk to make the most of the redundancy consultation period
A redundancy consultation period can be anything from a few days to a few months. For most people this time goes by in a blur. This blog contains some practical advice to share with people to help them make the most of this time.
Caring for your employees during the consultation period
The consultation process is a vulnerable and challenging time for many people at risk of losing their job. This blog offers guidance on what the HR team and line managers can to do support people.