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5 Reasons Why You Should Invest in Outplacement When Restructuring

Your business is about to enter a period of restructuring, and job losses are inevitable. Although there is no requirement for employers to help laid-off employees transition into new jobs; the cost of not providing an outplacement service can be high. 


Investing in an outplacement program when restructuring, pays dividends for both the employees who are moving on, as well as those who remain. It is the best way to help your team move through this period, and face a positive future. It also supports the business management team and owners through this highly emotive and challenging time. 


As outplacement specialists, our skills are continually sought by small and large businesses to help make this process smoother and fairer for everyone involved. When we enter the picture, there are five main benefits.  Let’s look at each. 

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Why You Need Onsite Redundancy Support During Notifications
Having onsite redundancy support when notifying employees of their job loss is something we strongly recommend. Once you’ve decided that redundancies are necessary, and which employees will be leaving, the emotions can hit you hard.

Having the support of an outplacement provider with you on the day you notify employees is incredibly valuable. Not only can they provide support to you when faced with what is a difficult task, they can also help support your employees on their journey forwards.

Let’s look at thespecific benefits having onsite redundancy support can provide to you and your team.
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Guide to Managing Redundancy in Your Workplace

A workplace restructure is never easy for anyone, which makes managing redundancy within your workplace a key priority. Redundancy occurs only when your staffing requirements have changed due to genuine business reasons. These may be that you have sold the business, you no longer need as many employees or the role being filled by the employee is no longer needed.


Once you’ve really thought about what you want to achieve with the restructure, the potential cost savings and which employees will be affected and how; there are eight steps which must be followed as an employer if a redundancy is on the cards. These are:

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