How to make redundancies over video call

What do employers need to bear in mind when making an employee redundant?

Once a decision has been made to look at potential redundancies in the workforce it is critical that a fair process is followed. It’s important to remember a redundancy refers to the job role, not the person, and that all possible avenues must be considered to avoid making someone redundant. Some companies may find that they need to change some job roles or even create new ones to allow staff whose jobs are being made redundant to be considered for alternative roles within the business.

However, the likelihood is that people will start to lose their jobs as businesses cut costs and this must be handled sensitively and correctly by the employer. ACAS has very useful resources available, including a redundancy process map to help outline the correct process. For those companies without an HR resource, I would recommend keeping detailed documentation of all communications, both group and individual.

How can the news be delivered in a professional but compassionate way?

Delivering bad news is never easy. The employer must be sympathetic and realise that while the decision to reduce the workforce is a business one, this is upsetting for the people concerned. Have the facts ready as to the reasons why the business decisions have been made and allow them time to digest the information. If making announcements to a group of staff, then make them aware that they will have individual follow-up conversations with you and this will give them time to prepare questions.

You should be open and transparent and let them know what the process will be and the timeline for decisions, consultations, etc. Individual conversations, if not part of the formal consultation, need to be planned and dealt with as if they were face-to-face.

As the lockdown continues, a lot of people have become far more relaxed in their appearances when taking virtual staff meetings, so I would recommend whoever is taking the call dresses appropriately to remind people that this is a business meeting to discuss formal business decisions.

What can you do if an employee becomes upset or angry?

Allow them time to calm down. Don’t react to any criticisms or emotional outbursts that might involve jibes at you or the business. While you can remind them that this is about reducing the roles within the business and does not reflect on them in any way, it is still affecting them personally so you must be empathetic to this. Stick to the facts and the process and reiterate the message once they have calmed down, and you must avoid making any promises or comments about their performance or conduct.