Lay-offs are never nice for employers or employees, and the process isn’t very comfortable to go through. We are seeing more and more lay-offs for a variety of reasons, from poor market conditions to a shift in corporate goals, lay-offs could be down to numerous reasons.

Prioritise Empathy and Compassion 

Employers must tackle the issue with understanding and compassion since layoffs can be emotionally draining for some employees. It is important you recognise the effects it has on people and their families and conduct yourself in a compassionate way throughout the meeting. Workers should feel heard and appreciated by the company, you can help them feel this way by treating them with respect and thanking them for all the hard work they have put into the business. Offering access to outplacement assistance or counselling services can also help employees deal with their emotions and provide the tools they need to move on.

Transparent and Timely Communication

If your company is going through layoffs, it is crucial to have clear, honest and open communication. Give staff as much information as you can and be open about the decisions' justifications. The news should be shared as soon as possible and in person if it can be done so, so the employer has the chance to address any queries or worries the employee may have. During the process, you should let the employee know the process, the package they will be receiving and offer any services which will help them through the transition.

Offer Practical Support and Resources 

Giving employees support after the layoff notice can significantly improve their adjustment. Offer tools like CV building classes, job search support, and networking opportunities. To help affected employees in locating new job opportunities, they should have access to a careers preprofessional whenever they need. It can also be beneficial to them if the employer was able to provide personal development courses or other training to help the employees improve their abilities and skills.

Creare a Positive Departure

The departing procedure should be carried out with professionalism and sensitivity to the situation. As an employer, you should offer to write a letter of recommendation or reference which will benefit the impacted employees in securing their next job. It is usually down to the department and the culture, however hosting farewell parties and using the time to show appreciation for the employee's accomplishments.

Consider the Company Culture

Layoffs may have a long-term effect on the morale of the surviving staff. During this transition, it is important to address their worries and listen to their concerns. By publicly admitting the changes, addressing any rumours or doubts, and offering assistance to individuals who might be dealing with stress or heavy workloads, you can cultivate a culture of resilience. Encourage partnership, clear communication, and empathy between the team employees to help them get through the adjustment.

Support Internal Mobility and Retention Efforts

After layoffs, it's critical to assess internal talent and look at redeployment options to maximise staff management. Take into account if the impacted employees' talents and abilities could be successfully used to new projects or initiatives or whether they could be smoothly transferred into alternative positions within the company. Employers should actively consider the possibility of moving affected employees to different departments or divisions that match with their skill set in the case of significant layoffs.

Layoffs are never easy to deal with, but with compassion and justice, along with openness and support, it is possible to get through this difficult process. A culture of resilience, clear communication, and practical assistance, together with a focus on the emotional well-being of impacted workers, may smooth the transition and preserve the trust and loyalty of the remaining workforce. Keep in mind that while layoffs are unpleasant, they may also be a chance for growth for the affected parties as well as the firm. Companies can become stronger and better able to withstand hardship by managing layoffs with care and attention.

Being made redundant is never nice, however, it is key to remind yourself It is not personal, it’s just business. The important thing to know after you have been made redundant is your rights.

Your rights will be different depending on which country you live in; this is based on UK rights. If you are under the age of 22 but are eligible for statutory pay, you will get half a week's pay for each full year you were with the company. If you are aged 22+ but under 41, you will receive one week's pay for each year you were above 22. You will receive one and half weeks of pay for each full year you were 41 or older.

In the UK, you are not entitled to statutory pay if:

- Your employer offers to keep you on
- Your employer offers you a suitable work alternative which you refused without good reason
- Former registered dock workers and share fishermen
- Crown servants, members of the armed forces or police services
- Apprentices who are to employees at the end of their training
- A domestic servant who is a member of the employer’s immediate family
(source: https://www.gov.uk/redundancy-your-rights/redundancy-pay)

It’s discrimination if you’re made redundant at least partly because you’re:

- During pregnancy or maternity leave
- A certain race, ethnicity or nation
- married or in a civil partnership
- a man or a woman
- disabled
- Part of the LGBTQ+ community
- have a particular religion or set of beliefs
- older or younger than other individuals you work with

These categories are called ‘protected characteristics’. If you fall into one of these categories, you may still be made redundant, as long as the above is not the reason.

How to cope with redundancy

It is important to remember, that being made redundant is not always a reflection of you or your work.

There are various different directions you could go in after being made redundant.

Some people will want to take a break from working to travel, spend time at home or take the opportunity to put themselves through further education. However, this is not always a choice everyone will be able to make, others will need to go back to work.

If you plan to start applying for jobs straight away, it is important you double check with your employer that you will be allowed paid time off for job interviews, depending on your government rules, this may be a legal requirement of your current employer.

Before you begin searching for employment, it is essential to check that your CV is up-to-date, has all the necessary information, and, if at all feasible, include a reference from your present company. Need tips for updating your CV? Our top senior recruiter has shared what they look for in a CV: https://www.oselorecruitment.com/blog/blog/tips-for-writing-your-cv

Being made redundant may be a blessing in disguise for some, especially If their current position is not enjoyable for them anymore. If you find yourself in this position, it’s crucial that you consider what it is you want to be doing. The best way to do this is to ask yourself, what do I like and dislike in the current day-to-day tasks of my role, and work from there. It may be only a slight change, for example going from HR to admin, or you may realise you need a complete change in the industry. Whatever the outcome is, it is important you take this opportunity and use it to your advantage.