PLANNED job cuts in the UK have risen by more than half since mid-2022, new statistics show. It is an unprecedented surge in employers anticipating having to make redundancies.
But employers are being urged to consider alternative solutions to their challenges before opting for a reduction in head count. Redundancy should always be a last resort and one HR expert is advising all employers to handle the process with delicacy and sensitivity.
“Redundancy can be a daunting process but it should never be hasty,” says Rachel Collar pictured, founder and managing director of Towcester-based consultancy Haus of HR. “Proper planning sets the scene for a transparent and well-structured procedure.”
It is important to gather all necessary information and hold pre-planning discussions before any action is taken. In situations where 20 or more redundancies are anticipated, collective consultation becomes necessary.
“Collective consultation is all about inclusivity,” says Ms Collar. “Engaging all relevant stakeholders and planning wisely can relieve some of the anxiety associated with redundancy discussions.
“Objective criteria for selecting employees for redundancy is vital. The process should be fair and justifiable without discrimination.”
Following employment law is crucial but employers also need to show empathy and support. “Clear communication, keeping employees informed and helping them to find new opportunities can significantly impact the company’s reputation during challenging times,” Ms Collar says.
