I was recently made redundant and I can say it was one of the worst experiences of my life. I had no idea it was going to occur and was given one of those DCM (Don't Come Monday) letters with promises of assistance (that never eventuated). I was practcailly pushed out the dooor straight after my meeting. Funnily enough, I was made redundant just 1 month shy of the 12 month Severance payment eligibility cap and felt like it was conspired for a few months to ensured it occured before the I was eligible for a Severance Payment. It probably wasn't, but the way it was communicated to me sounded like they knew this might happen about 3 months prior.
The Redundancy process can never be a pleasant experience for either party, but if it is handled with sensitivity and repect - it will go a long way to being a better experience than I had. I suggest that the employee is informed by a senior person in their reporting chain, of the possible decision of redundancy as soon as it is known that you may have to terminated the position. Inform them of the reasons (without laying blame) and the criteria that will be used to determine if the position will be redundant. When you offer assistance after the fact, follow up on it and deliver. Have a counsellor on hand after the meeting and take the employee straight to them to help them process. In regards to money - yeah it does help, but I would have rathered that someone help me get another job than give me a lump sum and a locked door.
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