Tag Archive for: Support

Home | Support

The effects of COVID-19 on your workforce may have been far reaching with the consequences not yet fully known. Such effects have no doubt been compounded by Brexit – so much so, that in many cases it may be difficult to conclude whether it’s COVID or Brexit that is responsible.

One thing we can be sure of, is that there is a lot of uncertainty in the workplace right now.

While the Government’s furlough scheme helped to prevent redundancies across various industries, the ending of the scheme in September 2021 left some businesses still having to make difficult decisions. Lack of certainty can very quickly lead to unmotivated employees and for this reason, it is important to foster a positive working environment where staff don’t feel ignored or unseen.

One of the ways you can create this environment, is to ensure your workers feel involved in your decision making, and able to contribute to the success of your business. Recognition and appreciation of peoples’ achievements really does go a long way, as does extending trust to your employees so that they feel empowered.

The easiest way to do this is to talk to your employees one to one. Determine their short term goals, and come up with a plan together as to how they can achieve these.

Showing empathy and support is also key. Whether or not your employees are voicing their concerns, management should take an active role in showing understanding for the impact uncertainty may be having on individuals.

For further advice on how to support your employees at work, please contact Sarah Martin on 07799 136091.

Home | Support

Whilst the Government’s furlough scheme may have staved off redundancies for the short term, it is highly likely that we will begin to see another rise in redundancies across various industries as we head into the New Year.

Unlike an American CEO who recently decided to make 900 people redundant over a Zoom call, employers in England and Wales must follow a fair redundancy process for individuals who have worked there for at least two years by the time their job ends.

There will need to be at least one individual meeting with the employee before making a final redundancy decision and it’s key that you discuss the reasons behind that proposal and why the employee’s role is being considered for redundancy. You must also make the employee aware of any suitable alternative jobs that might be available, and actively engage with them to see whether a redundancy dismissal can be avoided.

If you have your own internal redundancy process, this should be followed. If you don’t have your own process in place, it might be best to get some support to guide you through the process. If the redundancy could be seen as ‘unfair’, you may be putting your business at risk of unfair dismissal claims.

For guidance and support with fair redundancy processes, please contact Simon Martin on 07384 813076.