Navigating Redundancies: A Guide for UK Employers

ByPenny Strutton

As a career and leadership coach, I know how tough redundancies can be. It’s never an easy decision, and it hits everyone hard – the folks leaving and those staying behind. In the shifting economic climate, it’s really important to get this right, not just for legal reasons but for the sake of your team’s well-being and your company’s future.

Let’s be real: redundancies aren’t just about cutting costs. It’s about steering your company through a tricky change, keeping everyone’s spirits up, and making sure you can bounce back stronger. It’s a real test of leadership, and trust me, how you handle it will stick in people’s minds.

First Things First: Keeping it Legal

Okay, so we’ve got to talk about the legal side of things. It’s super important to get this right, not just to avoid any legal headaches but because it’s the right thing to do. It is always advisable to reach out to a reliable legal source to ensure you are fully compliant with all relevant legislation.

  • Chat it Out (Consultation): Seriously, have a proper chat with everyone involved. Be open, honest, and listen to what they have to say.
  • Keep it Fair (Selection Criteria): Make sure your choices are fair and square. Any hint of unfairness is going to cause trouble.
  • Money Matters (Redundancy Pay): Know what you legally have to pay out, and if you can, consider offering a bit extra. It shows you care.
  • Give Notice (Notice Periods): Stick to the proper notice periods and keep everyone in the loop.

More Than Just Ticking Boxes: Real-Life Tips

Okay, so legal stuff aside, here’s how you can make this whole thing a bit less painful:

  • Talk it Out (Communication): Be straightforward with people. Tell them why this is happening, and be kind about it.
  • Help Them Move On (Outplacement): If you can, help people find their feet again. CV help, interview tips, that kind of thing.
  • Keep Spirits Up (Morale): Don’t forget about the people staying. Tell them what’s next and reassure them.
  • Keep the Skills (Skill Retention): Think about who you need to keep around, and maybe offer some training to fill any gaps.
  • Plan Ahead (Future Planning): Think about how you’re going to rebuild and move forward.

Leading Through the Storm

Now, here’s where you really get to show what kind of leader you are. This storm, this redundancy process, it’s going to reveal a lot about you. How you manage it will either solidify the trust your team has in you or, well, it could really damage it. So, first and foremost, be true to yourself. Stick to your values, no matter how tough things get. It’s easy to lose sight of that when you’re dealing with difficult decisions, but that’s when it matters most.

And don’t disappear on people! Make yourself available. Be there. Answer their questions, even the tough ones. It shows you care, and it helps to keep the lines of communication open. Remember, these aren’t just employees; they’re people with real lives and real worries. Don’t forget the human element in all of this. Empathy goes a long way.

Finally, when it’s all said and done, take a moment to reflect. What went well? What could have been done better? This isn’t about beating yourself up; it’s about learning and growing. Every experience, even the tough ones, is an opportunity to improve. And trust me, you’ll be a stronger leader for it.

Look, redundancies are never fun. But by being fair, being kind, and planning ahead, you can make this a bit easier for everyone. And remember, how you handle this now will shape your company’s future. 

Feeling overwhelmed? It’s a lot to overcome, but you don’t have to do it alone. If you’d like to chat about how to handle redundancies with empathy and strategy, or if you need help supporting your team through this transition, please don’t hesitate to reach out. Let’s work together to make this challenging time a little easier and to build a stronger, more resilient future for your business. Feel free to get in touch – I’m here to help.