With costs rising, over two-fifths (44%) of employers could be looking at restructuring or redundancies in the next 12 months.
As an HR professional, implementing redundancies is never pleasant, nor an easy process. From an employment law perspective, the various technicalities that surround it can often be disorienting and complex.
One such technicality is the issue of collective consultation. esphr’s experts have compiled a selection of resources to support HR teams that are going through the tough time of navigating and leading on organisational change, whether employer or employee driven.
In this practical tips guide, we’ll help you consider how to manage the collective consultation process from a practical perspective to ensure you navigate this tricky topic more easily.
We’ve collated some of the most commonly asked questions that we receive from our clients when they need to initiate a large-scale redundancy process.
Before you decide to lose valuable staff, here are seven considerations that you should think about first.
Employment law surrounding redundancy is particularly complex, and the legalities involved can be confusing for anyone facing a redundancy situation. First and foremost, it can be difficult for organisations to establish when redundancy actually applies.
In this blog, we explore what HR can do to help combat employee driven change, from quiet quitting to employee dissatisfaction.
This blog outlines the various procedures to follow to ensure you avoid costly claims for protective awards, unfair dismissal or discrimination.
Our ER team has significantly expanded its knowledge in terms of employment law since working with esphr, and we’re in a stronger position to deliver first-class support for our representations. A knowledgeable, commercially-minded and consistent point of contact at esphr is what has fostered such a positive learning environment, alongside the focused solicitor-led training.
Head of ER, Greene King PLC
The advice we used to receive was rarely commercial. Previously, we spent a lot of time, effort and budget on dealing with ER issues; now we don’t because we’re with esphr. The service has transformed the HR function and we are able to capitalise on the time saved to do the projects we knew would make a difference.
HR Director UK & Ireland, PVH
It is very rare to find someone who genuinely appreciates what we want to achieve and tailors a solution around that. Everyone at esphr is open and honest and wants to help make your working life better – this is the way all business relationships should be. I do not want to change supplier every few years.
HR Director (UK&I), Randstad UK
esphr feels like an extra member of our team and the advice offered is invaluable to us. We have a great working relationship with our personal legal advisors, the team is contactable whenever we need them. For the business, it is all about trusting the advice received, and we get that in droves!
HR Director, Volution Group PLC
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