For many employers, the decision to make a position redundant is a difficult one, particularly where it leads to the termination of an employee’s employment. This is likely to be the most impactful discussion that an employer will ever have with an employee and therefore the stakes are high. Redundancy signals a key organisational change for the employer where roles are disbanded, tasks need to be absorbed and quite often leads to teams needing to do more with less.
The impact to the organisation is hopefully somewhat clear, but the impact to the individual can be extreme. It is therefore vital that the employer takes the time to plan for the redundancy conversation and carefully considers the factors that will contribute to the discussion being a success or failure.
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