It is one of the quirks of receiving unexpected news, that you often you don’t hear all that the person tells you or that you don’t ask the questions that you should have done.
Never is this more true than if you receive the news that your job is being made redundant. If the news is unexpected, then it can take you very much by surprise and mean that you are in your head processing the news and its implications rather than listening.
An experienced employer or HR practitioner will always have the information in writing as well, so that you have something to review that night or with your family, once the immediate shock has abated. So, it is always worth asking for it in writing.
And if the news is suspected, then reviewing the following list might be of some help:
Questions to ask if you’re in a redundancy meeting
The What
First, be clear on whether this is a meeting where you are being advised that your role is actually being made redundant, or if it is part of the consultation process. If it’s the consultation process, ask what the timeframe is for the process. Also ask if the employer is open to other ideas around ways to mitigate the redundancy. Often, the actual decision has been made, and is going through the motions at this point — but from time to time, the employer is looking for options or alternatives. Perhaps suggesting part time work or job sharing or other ways of sharing the work around.
The Why?
- At some point after the initial shock has subsided and as part of the change/grief cycle (which I will write more about next week) the trying to make sense of it all comes into play. Knowing the why is an important part of that. Now, of course, some employers won’t disclose the actual reason why — but it doesn’t ever hurt to ask.
- The next question to ask if the redundancies are for a select few (rather than mass redundancies) is: what process did the company use to select who was being made redundant? And who will continue to do your work.
- Remember that there is a legal definition of a genuine redundancy and that it can’t just be because the employer doesn’t like you!
- If your employer is part of a bigger organisation — ask about opportunities for suitable alternative employment within the wider group. There is a requirement that if suitable vacancies exist, that they are made available.
What happens next?
- Being clear on what happens next is important. Will you be working out your notice period? Or are they expecting you to leave immediately? Will you be on “gardening leave?” If you are on gardening leave, what can you do/say? It’s probably worth getting your contract of employment out and checking it for any restraint of trade or confidentiality provisions. Make sure you don’t fall foul of these provisions.
- If you are being asked to leave immediately — is there any opportunity to clear your desk and get your personal documents off your phone/computer? Some employers will give your phone and laptop overnight to clear personal documents. What opportunity is there to say goodbye? What is being put out as a communication to staff/customers/clients/suppliers?
- If you have a company supplied motor vehicle, what happens with that? When do you need to return it?
You would think that most of this would be common sense with a dose of human decency but I heard of a case recently where a client was made redundant in the morning. She went to a prescheduled meeting in the afternoon and told the customer that she was meeting with that she was being made redundant; and the proverbial really hit the fan. There were threats of withholding redundancy payments and all sorts of nonsense. So, it’s worth getting a sense of where your employer is at with it all and what their preferred message is.
Your entitlements
- What is your redundancy payment made up of? How is the severance pay calculated. It is worth noting that the National Employment Standards sets the absolute minimum requirements for severance or redundancy pay. Your employer will need to pay this as a minimum, together with notice of termination of employment and any outstanding leave entitlements to annual and long service leave. If you are employed under an enterprise agreement, it is worth checking whether there is any provision to have sick/personal leave paid out if termination is due to redundancy — as the occasional agreement still has this provision.
- Make sure you check any deductions from your redundancy pay. An employer is not entitled to deduct from your pay unless there is agreement to do so in your contract of employment. Check and recheck!!
- If you are a fixed term contact — check.. Is it a fixed term contract or a maximum term contract? As a quick primer — a fixed term contract (under Australian legislation) is for a fixed period and does not have termination provisions within the contract. A maximum term contract states the term of the contract up to a maximum period or date, but does have termination provisions within the contract. If your contract is a fixed term contract- then the employer usually needs to pay out the remainder of your contract.
- If you have a novated lease — ask what happens now.
Additional support
- Ask the question around whether any additional support will be offered — such as outplacement support or payment for some additional training. Some companies also offer financial counselling and access to the employee assistance programme for a period of time after the redundancy.
- It might also be worth thinking about whether you will want a reference from the company and finding out what their position is on references (many companies these days only provide a statement of service).
I work with some fabulous employers who go out of their way to do the right thing, in terms of delivering the news as humanely as possible and also to provide great support post employment. However, there are employers who either out of ignorance or cost saving, will try it on. It’s worth being armed with the facts and asking the right questions (in a respectful and calm manner of course!!)
Lastly, almost always, the saying, “it’s not you — it’s me“, is usually true. Particularly in these economic times, cost saving and labour cuts are a reality of life. And whilst it is never fun to be on the list, you are not alone.
Until next week,
