Staff Layoffs

jungleboy

I have got 4 excellent people working with me and I will have to let go of 2 in January. I just can’t separate between them on a professional basis.

I was think of last in first out but this is going to be difficult as the girl last in is just married with and house and so one. The others have less hanging over them but I just don’t know what to do.

dbran

Hi jungleboy

I understand that you cannot let staff go on a first in first out basis. Nor can you decide it on the basis of status, mortgage, marriage and kids etc. If it gets out that this was the basis of the decision then you may find yourself subject to a wrongful dismissal case in which you stand to loose up to twice the salary of the employee dismissed in compensation.

The only way to let someone go is if you can demonstrate that the job no longer exists or they are not up to the job. Otherwise paycuts and short time across the board is the only option. The staff would of course have to agree to this.

Kind regards

dbran

kenbrady

jungleboy wrote: »

girl last in is just married with and house and so one. The others have less hanging over them but I just don’t know what to do.

You have to be tough or it could be your house etc you have to worry about.
Anyone there less than a year get rid of first - no issues with legislation
Then anyone less than 2 years - no issues with redundancy payments

Magnet

There`s only 2 jobs available?
Jobshare?
2.5 days each keeps 4 working part-time or 1 fulltime and 2 jobsharing?

Everyone has their own story but you focus on your own bills- Most people if they got another job with better pay and conditions would be gone without any thought of your business or your bills!!

DubTony

Excellent advice so far.

Talk to the staff. Tell them the situation. You need to take your personal feelings for your people out of the equation. It's a bitch, but if your business goes, then everyone is out, including you. Better that 2 go now so the rest of you can battle on. Good luck.

gnxx

It is costly to find and train good staff. It is terrible to be forced into the situation of making them redundant.

The suggestion of a 2.5 day week is good. This means you retain the expertise when recovery starts. You could potentially increase hours next year as business improves.

Will any of the staff accept redundancy?

Finally, do everything on paper. Look at the exact job specifications vs. what is needed by the company. Keep records of why you made your decision.

I wish you all the best.

antoinolachtnai

You should get some advice from a HR consultant to do this right if you are unsure. LIFO is not always the best for the business and could well be discriminatory and illegal.