Good practice: Assisting redundant employees

Summary

1.1

• Providing assistance to redundant employees helps employers save costs and complete the redundancy procedure with less interruption to business, by portraying a good image to redundant employees, retained employees, clients and the general public. Redundant employees benefit from being provided with assistance both emotionally and practically. (See 1.3 The importance of assisting redundant employees)
• Although providing assistance to redundant employees can attract costs, employers should bear in mind the effects of redundancy on employees and provide assistance where possible. There are a number of guidelines that employers can follow to help minimise the cost of assistance and obtain value for money when outsourcing assistance. (See 1.4 The cost of assistance)
• Employers should consider extending the statutory time-off provision to all employees who have been given notice of dismissal by reason of redundancy, regardless of their length of service. (See 1.5 Time off during the notice period)
• Some employees require more assistance than others and the appropriate support for employees of different seniority, skills and experience will vary. (See 1.6 The recipients of assistance)
• Some assistance is suited to in-house provision, while other forms of assistance are more suited to contracting out. Employers should ensure that they monitor the effectiveness of all assistance provided. (See 1.7 Providing assistance in-house or contracting out)
• Employers should take into account a number of factors when selecting the appropriate outplacement provider, as the content and delivery of services vary. (See 1.8 Factors to consider in selecting an outplacement provider)
• There are different stages to the provision of assistance: each has a number of aims. (See 1.9 What the outplacement service should cover)
• Where an employer cannot afford to contract out assistance, there are things that it can do to help redundant employees that are free or less costly, including the provision of details about sources of information or advice services. (See 1.10 Alternative sources of assistance where outplacement is not affordable)
• Some employees suffer hardship following redundancy that is beyond the norm, and employers should be alert to these difficulties and offer help where needed. (See 1.11 Additional assistance for redundant employees)
• There are a number of factors that employers should bear in mind when considering whether or not other positions within the organisation are suitable for redundant employees. (See 1.12 Alternative employment)
• After the termination of an employee's contract of employment, the employer can still provide assistance that will be of benefit to him or her. (See 1.13 Good practice following the date of termination)

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Overview

1.2 This section of the XpertHR good practice manual discusses the provision of assistance to employees who have been given notice of dismissal by reason of redundancy, including to whom the assistance should be given, how the assistance should be given and what kind of assistance is appropriate.

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The importance of assisting redundant employees

1.3 In the event that redundancies are unavoidable, the task of assisting redundant employees usually falls to HR.