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While 24 % of line managers have had generic well-being training , 82 % have not received specific well-being training to handle redundancies . Line managers not being trained or supported to manage redundancies will inevitably lead to a rise in mental health issues with the undue stress of handling such challenging conversations .

Additionally , half of the employers ( 52 %) aren ’ t considering providing outplacement support to help employees find a new job after redundancy . However , outplacement support can aid employees in building their CVs and assessing their future career goals and what they want to achieve out of their next role .

With the national living wage increase in April and the economy forecast to contract in each quarter of 2023 , more and more employers ( 11 %) are increasingly becoming stressed that making redundancies may be their only option .

A rise in redundancy-related enquiries to WorkNest from employers looking for advice also reflects this . WorkNest revealed that queries concerning redundancy increased by 17.5 % in the last three months ( November 2022 to January 2023 ) compared to the previous three months ( August 2022 to October 2022 ).

EMPLOYERS SHOULD CONSIDER IF THERE ARE ANY ALTERNATIVES TO REDUNDANCY SUCH AS OFFERING ALTERNATIVE EMPLOYMENT OR REDUCING HOURS INSTEAD .

Danielle Scott , Employment Law Adviser and Solicitor at WorkNest , said : “ Employees are already facing financial worries with the rising inflation rate and cost of living . Being in a redundancy situation is not what they need right now . Unfortunately , businesses are struggling to make ends meet , and declining business demands mean they ’ re being forced to make employees redundant to reduce costs .

“ It ’ s important that businesses are cautious if they are going through a redundancy situation and ensure they take legal advice before going ahead . They need to ensure employees selected for redundancy is a decision made objectively , and they are not discriminating in any form , e . g . ‘ last in , first out ’ and disability or pregnancy-related absences . Employers should consider if there are any alternatives to redundancy such as offering alternative employment or reducing hours instead ?”

WorkNest ’ s HR Consultant , Louise Harvey , added : “ Unfortunately , line managers often get forgotten about when redundancy situations occur , and it can be difficult for them to make sure any members of their team being made redundant feel supported . It ’ s , therefore , essential to ensure line managers are trained on how to handle a redundancy process . Sometimes , their team are not just colleagues , but friendships may have formed as well . So , it ’ s crucial to support line managers in dealing with the emotional aspect of it all .

“ It also doesn ’ t come as a surprise that most employers aren ’ t considering outplacement support for employees who are being made redundant as they struggle to contend with rising costs . However , any additional support an employer can provide their exiting employees can offer them some comfort , especially if they haven ’ t been in the job market for a while .” x

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