This year has seen an above average number of compromise agreements signed off by HR practitioners, as organisations make redundancies and restructure to cope with tough trading conditions. Whilst the general level of such agreements has gone up in line with the increase in redundancy exercises, there is a group of HR practitioners who are reaching ‘burn out’ and struggling with the demands of their role.
It has been a difficult time for many in HR, particularly if they came up through the profession during the boom years. The heartbreak of planning and implementing lay- offs and redundancies can leave an effect on HR as well as the individuals who have to suffer the consequences.
We are moving into a second phase now. Some clients are making top up or follow on redundancies (many on a smaller scale than their first round), others are still implementing large scale restructuring plans.
Meanwhile, we are now likely to see a season of strikes. Royal Mail and British Airways are trying to avoid strike action, but we are moving perilously close to a ‘season of discontent’. If this spreads to other sectors, it will put further stress on the workforce, and on HR.
Many HR departments have put a lot of work into making contingency plans for swine flu. It is time to pick up those plans, and see how they can be adapted to deal with strikes. Strikes will affect many workforces, even if there is no strike at the particular workplace. From delivery and transport problems onwards, other people’s strikes can affect your organisation.
This has been an anxious year for many people, and the level of stress in some organisations is very high. Individual worries over job security and money have a cumulative effect. And for individuals who have escaped the cuts themselves, adapting to change at work after colleagues were made redundant can be a big burden for some people.
It’s worth remembering that although there has been bad news in many organisations, there is good news in many others. But good news does not necessarily mean no stress, and forward planning, timely communication and negotiation will reduce unease and the tensions implicit in any change. HR departments need to be properly supported as they start this second phase, so that they can deliver what the business needs without burning themselves out. The health and safety legislation applies to HR as well!
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and link to this web page on Irenicon – http://www.irenicon.co.uk/Consultancy/redundancyforemployers.html
Annabel Kaye is Managing Director of Irenicon Ltd, a specialist employment law consultancy. Tel: 08452 303050 Fax: 08452 303060 Website : www.irenicon.co.uk. You can follow Annabel on twitter – http://twitter.com/AnnabelKaye and check our regular articles and news throughout the autumn on our blog site – http://irenicon.wordpress.com/