What should HR pay attention to when laying off employees

1.A third person is present.

The presence of a representative from the human resources department will enhance the seriousness and certainty of the layoff conversation. Shantou Recruitment Network.

HR representatives can also help you answer some professional questions about human resources. In addition, the presence of a third party can also be a witness to the redundancy if necessary.

2.Privacy guaranteed.

If the retrenchment of an individual employee involves privacy, the HR manager should only participate in the conversation, reassuring the employee that no one else will know. Ignoring this can make employees sensitive.

3.Concise.

From crisis to win-win: The legal practice of corporate layoff management can only say what you have to say, and it must be clear and concise. Prolonging the conversation can make employees think it's a bargain negotiation.

4.Cautious tone.

Use your words sparingly, but keep a sincere and sympathetic tone. Be compassionate, but also firm; Be sincere, but also be vigilant.

5.Seek employee feedback.

While it's important to keep conversations short, encourage employees to share their feelings after announcing their termination.

If the employee is not immediate, you can count to 20 and wait for his feedback. Don't get a reputation for being ruthless.

6.Create a friendly atmosphere.

Encourage the employee's future career development and help him build confidence. Stand up at the right time and hold out your hand to imply that the conversation is over. Appreciate the employee's past work.

Of course, don't be surprised and hurt if an employee refuses to thank you because they have been laid off.

7.Have the courage to take responsibility.

In the final analysis, the decision to lay off employees is made by the company, so it should not be entrusted to the market environment, competitors, and employees. When a company lays off employees, it only needs to say: "This is the decision of the enterprise, and it is the result of the company's decision-making error, and the company has to do this." ”

8.Act fast.

If you think you really need to lay off employees, you can do it quickly. Once an employee has a premonition that layoffs are imminent, their productivity plummets.

9.No favoritism.

Many entrepreneurs hire their friends, friends of friends, or relatives: when it's time to lay off employees, all employees are concerned about what will happen to these "cronies". Curiosity and speculation ensued:

Did he stay, or was he fired? Do companies value nepotism or business competence more? ”

Sometimes an employee is fired through no fault of his or her own, but more likely through the fault of his or her supervisor. So, morally, you should give them some help, such as job counseling, writing resumes, and finding a new job. Some companies specialize in employee dismissal and transition issues, so you can try their services.

Layoffs refer to the one-time layoffs of more than 20 employees or less than 20 employees but accounting for more than 10% of the total number of employees of the enterprise. So first of all, the number of people must meet the requirements.

According to Article 41 of the Labor Contract Law, in any of the following circumstances, if it is necessary to lay off more than 20 employees or less than 20 employees but accounting for more than 10% of the total number of employees of the enterprise, the employer shall explain the situation to the trade union or all employees 30 days in advance, and after listening to the opinions of the trade union or employees, the personnel reduction plan may be reduced after reporting to the labor administrative department:

1. Reorganization is carried out in accordance with the provisions of the Enterprise Bankruptcy Law; 2. Serious difficulties occur in production and operation;

3. After the change of labor contract, the enterprise still needs to lay off personnel;

4. Other situations where the labor contract cannot be performed due to major changes in the objective economic conditions on which the labor contract is based.

Who should be prioritized for retention?

1) Entering into a fixed-term labor contract with the unit for a longer period of time;

2) Entering into an indefinite labor contract with the unit;

3) There are no other employed persons in the family, and there are elderly or minors who need to be supported.

Where an employer lays off personnel in accordance with the provisions of the first paragraph of this Article and rehires personnel within six months, it shall notify the personnel who have been laid off and give priority to the personnel who have been laid off under the same conditions.

Article 42 Under any of the following circumstances, the employer shall not terminate the labor contract in accordance with the provisions of Articles 40 and 41 of this Law:

1) Workers engaged in operations that expose occupational disease hazards have not undergone a pre-departure occupational health examination, or are suspected of being an occupational disease patient during the period of diagnosis or medical observation;

2. Suffering from an occupational disease or being injured at work in the unit and being confirmed to have lost or partially lost the ability to work;

3) Illness or non-work-related injury, within the prescribed medical treatment period;

4) Female employees are pregnant, giving birth, or breastfeeding;

5) Those who have worked in the unit for 15 consecutive years and are less than five years away from the statutory retirement age;

6) Other circumstances provided for by laws and administrative regulations.

In life, we should often see all kinds of companies and companies laying off employees because of various things, whether it is because the company is about to go bankrupt, or because the company is shrinking in size and laying off some employees who are not suitable for the company's future development. So what should be paid attention to when laying off employees, only by paying attention to these precautions for layoffs in the workplace can we ensure that no more incidents will be caused, so let's take a look.

1. Several types of employees who cannot be laid offWhen enterprises need to lay off employees due to various factors, they need to pay attention to the fact that there are several types of employees who cannot be laid off at will, because they are protected by law. The first is during lactation.

Pregnant women who are innocent of internal tremor are protected by law, and enterprises are not allowed to carry out arbitrary layoffs. Secondly, some people suffer from occupational diseases because of working in the company.

Or some employees who are injured at work and have lost their ability to work cannot be laid off by the company's profit or loss, otherwise it will not only damage the company's reputation in the society, but will also be severely punished by the law.

2. Layoffs should be notified in advanceThe law stipulates that when the enterprise carries out layoffs, it should inform the employees one month in advance, and the enterprise has the right to carry out layoffs, because the enterprise may need to lay off some employees due to some subjective or objective factors. But both legally and morally, it should be notified in advance, so that the employee has more time to find another job, and the employee has more time to react, and if it is not possible to inform in advance, then the company needs to give the employee a month's salary.

3. Layoffs should do a good job of communicating with employees in the workplace because of some various objective and subjective reasons.

When factors require layoffs, don't think it's just the company's own business, because it involves the interests of employees. Therefore, the company must do a good job of communication with employees, understand some of their demands, and try to meet some of their needs.

When laying off employees in the workplace, you should pay special attention to the compensation for layoffs. According to the provisions of the Labor Law, enterprises need to give employees a certain amount of financial compensation for layoffs, and this compensation is determined according to the length of service.

Hello! 1. Communication. Why was he eliminated?

Whether his performance is not good or the company is about to fail, personnel must be explained clearly. 2. Compensation. Higher-than-expected compensation and re-employment referrals can make him walk more simply.

3. Legal. If 20 employees are laid off, or less than 20 people but account for more than 10% of the total number of employees, the provisions of the Labor Contract Law must be complied with. 4. Public relations.

When he has a certain influence in the company or lays off employees on a large scale, he must do a good job of internal and external public relations measures, explain internally, and unify his voice externally.

When laying off employees, the sedan chair must have reasonable materials for some useless employees, and we should also give reasonable reasons and compensation, so that people can be convinced, and people can also be psychologically prepared. Tsai.

I believe that in the workplace, it is important to follow the principle of legal compliance when laying off employees, rather than using forced layoffs.

Do it according to the system. Because as long as you follow the company's rules and regulations, there will generally be no problems, so you will not make mistakes.

Personally, I think that if HR wants to not make mistakes, it must read the corresponding laws and regulations at this time, and must not let others take advantage of the loopholes of the law.

HR should not be afraid to make mistakes, do business, lay off employees according to normal procedures, uphold the principle of speaking according to facts, and treat things not people, so as to win everyone's respect.