Managers need to know how to recognize the employee who needs assistance, how to communicate effectively with them, and then properly raise the conversation to HR.
UK dismissal law is different from the U.S., and different from other European countries. The business reasons for the reduction in force, or RIF, might be the same across borders, but your process has to flex to local requirements.
When considering reducing the size of your workforce, often the best – and most defensible – results may be achieved by focusing first on the business priorities and the resulting structure of the organization.
Carve-out sales, which involve only part of the workforce, can be complicated from an employment perspective, especially in Europe and other countries which have laws that mandate who must transfer.
It is critical to evaluate the type of data the business intends to collect, how it intends to use the data and compliance risks such as biometric privacy laws. It is also important to consider possible risks of unintended uses.
Employers considering nationwide policies should take into account a broad range of issues, including business operations, employee relations, and state and local requirements.
