Hints and tips on structures, constitutions, rules and boundaries
A new reference article from Concrew Training – Read it here
More Effective Employee Representation – Hints and Tips
Category: Employment Law
Redundancies Loom – is your process robust?
The big question for HR teams is, are you and your operational manager colleagues, ready for redundancies? Concrew Training can help. Contact us today.
As the UK comes out of #lockdown it is becoming increasingly clear that #redundancies will rise exponentially. Social distancing measures coupled with customer reluctance will hit hard. Many businesses will struggle to reach anything like their pre lockdown turnover levels. #Redundancy #training will be needed.
Retail, hospitality and leisure will be hit especially hard but there will be a knock on effect, consumer spending power will fall and the fear of the unknown will mean larger purchases are delayed. This will rock through the whole economy affecting virtually every sector.
Businesses will have little choice; they will need to re-align the size of their workforce to the post virus economy. This means redundancies are almost inevitable.
Hence the big question, are you and your operational manager, colleagues ready?
It is imperative for all involved that the redundancy process is legal and fair, well communicated and executed. Getting it wrong increases the stress and worry for all, damages moral and commitment and opens the company up to unwanted adverse publicity and unfair dismissal claims.
Image: “DSCF6527” by New Zealand Tertiary Education Union used under “CC BY-SA 2.0”
Redundancy Training for HR, Managers & Employee Reps
The coronavirus financial slump mean more redundancies are inevitable – Do you know the law, the rules, good practice?
Are you, your managers, your employee reps trained and ready, can you support staff fully and avoid unfair dismissal claims?
The UK is facing its worse depression ever, indeed we may already be in it.
In the aftermath of the 2008 financial crash some 50 businesses closed every day. Unemployment rose from the underlying 5% region to 7.6% in 2009, peaking 2 years later at 8.1%.
The coronavirus slump looks to be far worse, redundancies look inevitable
In April 2020, alone, the number of people claiming unemployment benefit rose by 856,500. This compares with a total increase of just 50,000 for the 3 months to end of March. Some forecasts suggest that job losses could exceed the 3.5million seen during summer of the Great Depression in 1932, more worrying some forecasts suggest total job losses could exceed 6 million or 21% of the workforce.
In the long term the country will survive, the country survive the great depression, it survived the Second World War, it survived the 12% unemployment peak of the early 80s
BUT in the short term, cut backs, short time working and redundancies are probable for all. Even those working in boom industries such as the funeral business need to plan ahead for a down turn in deaths.
This means all employers, their HR teams and employee representatives need to ensure that they understand the rules, regulations and best practice relating to lay-offs, short term working and redundancies.
Concrew Trainings one-day courses run on your premises and help senior managers, HR teams and employee/union reps understand the rules, best practice and how to apply them.
Links to Example Course Overviews below:
We are accepting advance bookings now with the option to reschedule if social distancing rules return.
unemployed by Erich Ferdinand used under CC BY-ND 2.0
Disciplinary and grievance procedures during the coronavirus pandemic
Acas has updated its guidance for employers wishing to commence disciplinary proceedings whilst social distancing and lockdown measures remain in place
They have also updated their guidance for employees wishing to raise grievances.
As always Concrew Trainings courses for HR teams and Employee Reps cover all.
Acas Say
“The law and Acas Code of Practice on disciplinary and grievance procedures still apply during the coronavirus (COVID-19) pandemic. This includes while social distancing and lockdown measures are in place.
The employer needs to decide if it would still be fair and reasonable to carry on with or start a disciplinary or grievance procedure while:
- people are on temporary leave because of coronavirus (on ‘furlough’)
- following social distancing and other public health guidelines, if they’re in the workplace
- people are working from home, and it would have to be carried out remotely
An employee can still raise a grievance if they’re working from home or are on furlough.”
Image:The Law by smlp.co.uk used under CC BY2.0