Calls from HR staff requiring advice on redundancies to HR software provider NorthgateArinso have doubled in the past year.

The firms say that middle management errors during the redundancy process can cost business thousands of pounds in legal fees and industrial tribunals instead of freeing up the HR department’s time to deal with other problems.   

Experience is vital in these situations as there are many different challenges to address

Nel Woolcott

Steve Foster, HR strategist at NorthgateArinso, says: “We’re increasingly seeing junior managers stumbling their way through redundancy processes, leaving HR and senior management to pick up the pieces later. In many cases, even if acting within the boundaries of the law, they often lack sensitivity to the longer term employee relations issues bought on by a recession, such as the impact on other employees. In trying to step away from the detail, HR professionals may be causing bigger problems for themselves.”

Lisa Wormald, director at HR recruiter Network HR Recruitment, told Recruiter: “It is so important that redudancy is handled ethically, morallyand legislatively correctly. You need somebody who is well versed in employment legislation and who’s got the people skills to manage that process seamlessly and as professionally as possible.”

Nel Woolcott, consultant at HR recruiter at Anne Corder Recruitment, adds: “Our expectation is that there will be an increase in demand from companies for interim HR staff to manage redundancy programmes. Experience is vital in these situations as there are many different challenges to address. While in-house HR teams will be looking at strategic and operational processes, redundancy experts can oversee the programme, providing support and expertise where necessary.”