Redundancy

A Quarter of UK Organisations to Make Redundancies in 2023

Darryl Horn, Tuesday, 4 July 2023 • 4 min read

Employers Brace for Wave of Redundancies as Economy Slows

A Quarter of UK Organisations to Make Redundancies in 2023

A new survey has found that a quarter of UK organisations are planning to make redundancies in 2023. The survey, conducted by HR consultancy Ayming UK, found that the most common reasons for redundancies are economic uncertainty, changes in technology, and a need to restructure the business.

The survey also found that the sectors most likely to make redundancies are manufacturing, construction, and retail. These sectors are all facing challenges due to the rising cost of living, the war in Ukraine, and the ongoing COVID-19 pandemic.

The news of the upcoming redundancies is a worrying sign for the UK economy. Redundancies can lead to job losses, which can have a knock-on effect on consumer spending and economic growth.

What Employers Can Do to Avoid Redundancies

There are a number of things that employers can do to avoid redundancies. These include:

  • Reviewing their business strategy and making sure it is sustainable in the long term. This includes looking at the company's financial situation, its competitive landscape, and its future plans. If the business is not sustainable in the long term, then redundancies may be inevitable. However, if the business can be made more sustainable, then redundancies may be avoided.
  • Investing in training and development for their employees so that they have the skills and knowledge they need to do their jobs. This can help employees to be more productive and efficient, which can save the business money. It can also help employees to stay up-to-date with the latest technologies and trends, which can make them more valuable to the business.
  • Making use of flexible working arrangements so that employees can work from home or flex their hours. This can help to reduce the need for office space and can also help employees to balance their work and personal lives.
  • Reducing costs in other areas of the business, such as overheads or marketing. This can help to free up money that can be used to avoid redundancies.

If Redundancies Are Unavoidable

If redundancies are unavoidable, employers should make sure to follow the correct legal process. This includes giving employees adequate notice of their redundancy, providing them with redundancy pay, and helping them find new jobs.

Employers can use the hrdocbox redundancies template toolkit to help them manage the redundancy process. This toolkit includes a range of documents, such as redundancy letters, redundancy policies, and redundancy FAQs. The toolkit can help employers to make the redundancy process as smooth as possible for both themselves and their employees.

It includes a range of documents that can help employers to manage the redundancy process. These documents include:

  • Redundancy letters: These letters can be used to inform employees of their redundancy and to provide them with information about their redundancy pay and other entitlements.
  • Redundancy policies: These policies set out the employer's redundancy procedures and can help to ensure that the redundancy process is fair and consistent.
  • Redundancy FAQs: These FAQs can help employees to understand the redundancy process and their rights.

The toolkit also includes a range of other resources, such as articles and guides, that can help employers to manage the redundancy process.

Redundancies can be a difficult and challenging time for both employers and employees. However, by following the correct legal process and using the right resources, employers can make the redundancy process as smooth as possible for everyone involved.

The redundancies template toolkit from hrdocbox.co.uk is a valuable resource that can help employers to manage the redundancy process. The toolkit includes a range of documents and resources that can help employers to ensure that the redundancy process is fair, consistent, and compliant with the law.

#redundancies #uk #economy #joblosses #hr

This article was first published on 4/7/23.

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About the author

Darryl

Darryl is a Chartered CIPD Member, business leader and operational manager with 30 years experience in on-the-ground and strategic HR, specialising in Human Resources Management, Employment Law, Employee Relations and Learning & Development.

darryl@hrdocbox.co.uk

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