Redundancy
Making any number of employees redundant is difficult. Handling the redundancy process properly will not only minimise the risks of legal claims, but also maximise the ongoing viability of the business with the employees who remain.
The key issue with redundancy is not so much about what you do but how you go about it. It's important to deal properly with people leaving the organisation but as important is the affect it may have on the motivation of remaining staff.
How HR Advantage can help
HR Advantage can provide guidance through each phase of the redundancy process
Phase 1: Strategy for the whole redundancy programme to meet the organisational objectives
Phase 2: Establishing a plan of action to achieve the strategy identifying costs and benefits, key potential implications and resolution strategies
Phase 3: Preparation before pre-announcement day taking into consideration internal and external communications impacting customers, contingency planning, training and briefing key managers, post stabilisation plan, coordination and control plan. Communications pack containing all the key documentation required and timetable of activities
Phase 4: Announcement day support to get the key messages across, dealing with the media, immediate stabilisation of emotions, business continuity, statutory notification and employee documentation
Phase 5: Consulting and negotiating with affected individuals, representatives and trade unions
Phase 6: implementing the agreed plan, outplacement support for redundant staff and all employee leaving documentation
The benefits to you
We retain the necessary expertise to undertake any of these phases in isolation and / or the whole redundancy programme. HR Advantage has undertaken similar activities on partial or full closure basis. We have experience working in a variety of sectors and in unionised and non unionised companies throughout the UK, Ireland and EU
