How to tackle legislative changes

In this month’s Agony Amy, following the exhilHRate owner’s previous article, Amy Blick comments on the legislative changes that happened in April as they swept up the industry, including salary hikes, stock price increases and the continuous cycle of retaining talent and balancing the books.

Unfortunately, the inevitability of restructures has started to hit my inbox, and it never becomes easier: the heartbreaking decision of unavoidable redundancies.

Redundancy is a difficult experience for any employee to face and also one of the most complex and emotionally demanding processes business leaders and HR professionals have to manage. Getting the scales fairly tipped between the employee and the employer, it is sometimes easy to forget that it is not just about structures and savings.

In any business, redundancies for employees can feel personal, they can feel painful and they can bring insecurities for those not made redundant. For HR, it always presents a huge challenge: remaining legally compliant and precise while also offering empathetic support.

When handled with care, transparency and strategic consideration, redundancies can also be a moment where HR truly proves value – guiding individuals with care and helping organisations reshape responsibly.

Get the basic right – consistently

At its core, redundancy is a legal process; therefore, there are non-negotiables to the process that are statutorily steadfast: consultation, selection criteria, timelines, documentation and payment calculations. But if that is all you focus on, you will miss a vital opportunity.

Redundancy isn’t just a tick box exercise; though, at times, it can feel like it is when decisions are made alongside spreadsheets, figures, costs and price increases. This is why whenever I support a client with redundancies, I always set one objective through the process: treat everyone with compassion and give clarity through communication.

Ways to be human during a redundancy process

It is pivotal to lean on HR in these situations as their perspective can ensure those impacted with the redundancy or restructure are supported appropriately and fairly. Making time for these additional support mechanisms can provide great support to the employee for limited effort, time or cost.

Keeping your people at the heart of your business

There is an undeniable toll following a redundancy process that often does not end with those leaving. Those left in your business can feel a sense of insecurity, a dip in morale or even guilt that they were not chosen for redundancy themselves. If not taken seriously, morale can tank.

Use this time to bring your values back into the core of your business – what makes your motor factor special? Why do your clients love you? What do you have that makes you stand out from the crowd? Bringing your USPs in house to revive your culture and engagement is a fasttrack way to getting back the right momentum.

If you are a business owner, it is crucial to use HR to support your managers to rebuild trust, reset trust amongst the workforce and get the culture back on its feet. It is about helping everyone – effective communication, supporting teams with care, and rebuilding confidence and trust in the direction of the business.

When you handle a redundancy process well, it can become a moment of integrity in your business, where the values are lived and not just spoken or printed on the wall. Using HR support means you get the guidance of a legal team with both professionalism and compassion, ensuring that even in difficult times, people remain at the heart of your business.

Ultimately, how we treat people with difficult news is usually what defines our culture the most.

Do you need some support

I provide practical, no-nonsense HR solutions that help you avoid costly mistakes; from recruitment challenges to creating performance targets and being compliant. My experience and advice are rooted in building value from within your business – with strong teams and aligning your people strategy with your business goals. Collaborating with me, HR becomes straightforward and a serious contributor for business success. Let’s join forces to save you time, reduce stress and future proof your business.