24th September 2020. ACAS, CBI and the TUC issued a joint statement to businesses on 24th September recognising that redundancies may be necessary, but reminding employers in clear language of the best practice principles which should be followed if redundancies prove necessary. The statement stresses that redundancy should be the last resort after other alternatives have been exhausted e.g. more part-time working, cuts to overtime, alternative roles, and retraining. The 3 organisations remind employers that finding alternative solutions to redundancies may result in the retention of loyal, skilled staff and help avoid the costs of redundancy, possible employment tribunals and recruitment in the future.
Best practice principles
Where redundancies can’t be avoided employers are asked to follow these guiding principles:
Do it openly. There are rules for collective redundancies involving 20 or more employees, but, whatever the scale, the sooner people understand the situation, the better for everyone.
Do it thoroughly. To understand what’s happening, people need information and guidance. Staff representatives need proper training.
Do it genuinely. Consultation means hearing people’s views before making a decision. Be open to alternatives put forward by individuals or unions, and always give feedback.
Do it fairly. All aspects of the redundancy procedure should be conducted fairly and without any form of discrimination.
Do it with dignity. Losing your job has a human as a well as a business cost. The way an employer lets people go says a lot about the organisation’s values. Think about how you will handle the conversation and whether it will take place face-to-face or remotely. And remember, you may want to rehire the same person in the future.
myHRdept are on hand to support retained clients with designing and implementing redundancy programmes and, where possible, we will be able to quote non-retained clients on a one-off basis – please contact us using the links below.
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