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Some of those reading this latest and final entry in our redundancy blog will have been through a redundancy process themselves, either as one of the employees unfortunately placed at risk of redundancy or as one of the employees or advisers involved in administering the procedure.
From either side of the table, it can be an anxious and unpleasant experience.
As we touched upon in our previous blog, whilst the focus is often on those employees who are leaving you, you also need to consider the impact on your remaining staff – those who have “survived” the redundancy.
Announcing the likelihood of redundancies in the workplace is often the equivalent of pressing a panic alarm, even if employees hearing that news are not actually at risk of redundancy themselves. It is still likely that they will be indirectly affected by the news, perhaps in losing valued colleagues that they have known for a considerable amount of time or simply because they feel that they will be under greater scrutiny from the powers-that-be.
Your response to their concerns needs to be positive, but measured and realistic, which will depend very much upon the circumstances in which you find yourself as a business owner or manager. For example:-
In general, to sum up our redundancy blogs as whole, each redundancy is unique and will have its own issues on which you will need to obtain specific advice. If you have questions about redundancy, please do not hesitate to contact us on 01483 751878 or at rh@tplegal-ltd.com.
This article is intended for information purposes only and not as a substitute for legal advice. TP Legal does not accept any responsibility for any decisions that you may make as a result of reading this article.
TP Legal Ltd is regulated by the Solicitors Regulation Authority (SRA no. 567465).
TP Legal Ltd © is a limited company, registered in England and Wales with registered number 07967867. We trade under the name of TP Legal Solicitors ©. Directors - Jayne Gill, Tariq Phillips and Hannah White (Solicitors). Copyright 2021