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Redundancy: Telling Employees in Person

By: Emma Eilbeck BA (hons) - Updated: 10 Jan 2018 | comments*Discuss
 
Redundant Face-to-face Employee

Hearing the news that you are being made redundant is never easy to absorb and much like when any relationship ends it is always better to hear the news in person.

But with the invention of the internet and mobile phones it is no longer the case that employers and employees work out of the same office space, or indeed the same town or city.

With an increasing number of employees working off-site it can sometimes be impossible for an employer to relate the news face-to-face.

It is not essential that an employee is made redundant face-to-face, but it is essential employers consult with members of staff in a fair way over any impending redundancies.

When it’s Appropriate to Tell Employees Over the Telephone

Due to an increase in flexible working and firms outsourcing their work off-site, it can sometimes be impractical for managers to be in close contact with their employees when redundancies occur. If you are based on the opposite side of the country to a number of your staff you may wish to delegate out the task of making them redundant to another member of your staff or senior management. You must make sure that any employees you are making redundant are armed with the same information as other employees that are being made redundant face-to-face.

If one member of staff is based far away it should be enough to contact them via the telephone and send them written confirmation of their redundancy, telling them the exact same information that you told the other members of the workforce in person.

If staff are absent due to illness when you are making redundancies you must make an effort to try and meet with the employee and if possible visit them at home, that is off course if they want this.

You must ensure that the redundancy process you have in place is fair and does not discriminate against those who are not in work. All employees should be told at roughly the same time where possible and each given a chance to speak with somebody about the process.

When it is Not Appropriate

Making redundancies is never easy and you could find it tempting to try and avoid the issue or deal with it over the telephone or via email.

But if you work within close proximity of the people you are making redundant you should try your utmost to tell them face-to-face. Not only does telling your employees face-to-face show a sense of respect and camaraderie it also helps avoid any potential issues down the line concerning unfair dismissal.

If you cannot tell your employees face-to-face they may have questions that go unanswered and argue that the redundancy process was not explained clearly enough to them when you carried out the redundancy.

The way in which you make your employees redundant is important, it is not just enough to tell them that they have been made redundant you must also support them and go out of your way to tell them directly where possible. Things can be explained better in person and if there are any questions it is better to speak directly about them rather than decipher what the other is thinking over the telephone or email.

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[Add a Comment]
Man - Your Question:
I am 3 days away from 23 years service and been given redundancy and the provisional calculation is for 22 years, is there anyway I can raised this to my employer as unfair and ask them to re calculate. I need some advice

Our Response:
You can calculate what you should be officially owed via the gov.uk link here. Much also depends whether there is an upper limit cap i.e (20 years' service) - you would have to speak to your employer directly regarding this matter.
RedundancyExpert - 11-Jan-18 @ 10:07 AM
I am 3 days away from 23 years service and been given redundancy and the provisionalcalculation is for 22 years, is there anyway i can raised this to my employer as unfair and ask them to re calculate.I need some advice
Man - 10-Jan-18 @ 3:28 PM
Can our employer make us apply for our own jobs to save paying redundancy
Smudge - 28-Oct-16 @ 3:22 PM
My employer told me my job was at risk of redundancy via email. I work nights but was in later on in the day that we were emailed. I have still not had a face to face meeting. Is this a ok for them to have informed me via email?
Charlotte - 29-Mar-16 @ 6:48 PM
I work in a busy reception and it's a job share position.I do mornings.During the time I've worked I have had 3 jobs share partners on the afternoon shift. I have offered to do full time but have been told no as it would mean finding cover for my lunches and holidays. I come under the HR team in my position. Yesterday I was on informed my job was being made redundant. A new position has been made available that I am welcome to apply for,it's basically the job I do now plus a few extra tasks from the HR department on a full time basis with a change of job title. Working at the same desk. I am I right in thinking I should have been offered this position rather than being told I can apply for it. Out of 16 points on the job description I already carry out around 12 of the tasks in my current position. Any advice would be appreciated. Thanks
Annoyed - 24-Feb-16 @ 8:26 AM
Hi my husband has just received a letter from his company saying he is at high risk of redundancy. Along with this letter was a form to fill out for voluntary redundancy. My husband filled this in straight away and took it in to work but they have refused it. Can they do this?
Mol - 1-Jun-15 @ 9:29 AM
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