Dealing with redundancy aftermath

While the R rate may have become a much talked about piece of data in recent months, capturing the level of Covid infection ‘risk rate’, the other significant R word which keeps us all mindful of the pandemic impact is Redundancy.

This R Rate continues to be high, and affects businesses small and large throughout the UK.

Indeed, the ONS (Office for National Statistics) reported in mid-July that the country’s redundancy rate stood at 4.1 per 1,000 employees, with the inevitable likelihood that these figures will continue to rise as more and more staff are removed from furlough – but are unable to return to a position in the workplace.

Media reports at the end of July (*The Guardian) suggest more than 150,000 redundancies have been announced to date, with 9 million people sitting in furlough.

So with tens of thousands of people being made redundant, it’s natural that employers are minded to look at how they support those exiting staff and aid them in a legally and morally responsible way to move forward with their careers and lives.

But what happens to those who ‘escape’ the risk of redundancy?

What about the staff who witness the departure of colleagues, but who remain in employment?

In our experience, many business owners, managers and team leaders find themselves facing difficulties in dealing with the redundancy aftermath. Our Survivors Guide to Redundancy will help you navigate that – supporting you, your team, and your entire company culture.