In our previous blog – Part one we talked about the obligations that leaders and business owners face when making decisions about redundancy, and the criteria for determining a genuine (lawful) redundancy. In this blog we look at the best way to communicate a redundancy and conduct proper consultations to the affected employee (or employees), to ensure the process runs as smoothly as possible.
Firstly its really important to point out the carrying out the consultation phase is not just a nice to have part of the process, it forms part of the process of ensuring your redudancy is genuine. This part of the process is to demonstrate to the employee and FWA that you have considered all options before making your decision. We can certainly assist you with this part of the process with proper letters and scripts to support you in not saying or doing anything that could come back to bite you later.
So let’s say it’s your job to deliver the redundancy news. You’ve arranged the meeting, somewhere quiet and confidential, with the employee sitting in front of you. You may be feeling uncomfortable, anxious, perhaps even a bit sick; all perfectly understandable, considering you’re delivering some fairly serious news without being sure what sort of reaction you’re in for. The best way to approach this situation is with a clear plan, possibly a script, and being prepared for the possible reactions you might receive. Your explanation should consist of three points – why the redundancy is happening, what the potential consequences are for the semployee (e.g. termination due to redudnacy, potential redundancy package, notice period) and what the immediate next steps are. Within this conversation comes the part about the consultation. You cannot tell them that its a foregone conclusion. You must provide them with some time to consider what is happening and come back with any ideas or potential options that you may not have thought of. For example if you have multiple accounts administrators who do the same job and you are making both or one redundant one of the employees may suggest that you consider them job sharing one of the remaining roles.
You must reasonably consider their response and then once you have done this you need to notify them of your decision. If their suggestions are not viable you need to then formally termination their employment and we recommend giving them a Termination Letter. We can assist you with all these templates and tools!
Faced with the news that their position may no longer exists, people respond with different concerns and individual emotions. Whilst you cannot be sure exactly what reactions you are going to get, you can be prepared with how you will respond to these in the meeting.
Here is a list of some very common and normal reactions and how you could respond.