Supporting staff through redundancy
Making staff redundant can be daunting for any employer. The legal process is one thing, but supporting your employee through the emotional side of redundancy should be seen as part of your duty of care. This guide looks at some steps managers and businesses can take to support staff wellbeing through redundancy, and give them the tools they need to find new employment.
Supporting your staff in finding a new role
Making the decision to make an employee redundant is a difficult but sometimes necessary step employers have to take. As well as having a clear understanding of the legalities of the redundancy process, managers and business must approach the process with sympathy and openness. Being made redundant is a tough situation for any member of staff, so managers can look to do their bit to support their employee emotionally, and put them in a strong position to find a new role elsewhere.
Be mindful of employee wellbeing
Consulting with employees is particularly stressful in the current climate of Covid-19, where work and money worries are already taking their toll on many people’s mental health. It may be possible to communicate with staff remotely – on video conferences, for example – or in person, if it’s possible to socially distance. Be mindful of the added pressure this can cause employees and communicate as clearly and sensitively as possible to lessen the impact on their wellbeing.
Offer advice on CV writing and job searching
Sometimes an employer will offer support to employees to find new employment. There is no legal obligation to do this, but it can make the process better for the employees (and help the company’s reputation). An employer can choose to offer employees any extra help – often called outplacement services – such as help with CV writing, preparing for interviews and career advice. Since the Covid-19 pandemic began, some employers have even been pro-actively helping their ex-employees to find new jobs, by connecting staff with businesses currently hiring.
Provide relevant information about employment benefits
For employees who may be out of work for a period of time, employers may also choose to signpost them towards Job Centre Plus, and help them access the information they need to apply for benefits, such as Job Seekers Allowance, Universal Credit, Employment and Support Allowance and Income Support.
Highlight opportunities for training or upskilling
An employer may also choose to help employees consider their transferable skills and explore opportunities for training or upskilling, to enable them to switch careers. This will depend on the package the employer is able to offer (for example, this is likely to come under outplacement services). However, an employer could signpost employees towards grants and bursaries that can support adult learning and retraining.
Provide a detailed employment reference
Many employers will give a fair and accurate reference, as an example of good practice. However, an employer doesn’t have to give a reference, in law, unless the company is regulated by the Financial Conduct Authority or if there is a written agreement to do it (such as in the staff handbook or the employee’s contract). The company’s own reference policy may also mean there are restrictions about what can be said in the reference and who can give the reference.
Connect employee with relevant networks
An employer may also choose to stay connected with ex-employees and point out that should new roles be available – or the business expand – they would be welcome to apply for jobs again. If the redundancy process is managed well, it’s more likely that former employees (who will need less training and will already be familiar with the company culture) will want to work for the organisation in the future.