{"id":86907,"date":"2022-11-23T22:59:45","date_gmt":"2022-11-23T20:59:45","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=86907"},"modified":"2022-11-24T13:23:47","modified_gmt":"2022-11-24T11:23:47","slug":"7-tips-for-handling-employee-layoffs-factorial","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/7-tips-for-handling-employee-layoffs-factorial\/","title":{"rendered":"Handling layoffs: 7 best practices for HR"},"content":{"rendered":"

As an HR manager, one of the most undesirable aspects of the job that you will probably have to handle at some point is employee layoffs. Informing an employee that their <\/span>position has been terminated<\/b> can leave you with feelings of guilt and anxiety. It can also be challenging from a legal perspective, as there are a number of things to consider in order to ensure <\/span>HR compliance<\/b>.\u00a0<\/span><\/p>\n

Despite these obstacles, handling layoffs is part of the job, so it\u2019s important to have a plan in place. This is especially true in the post-pandemic world as, according to a recent survey by PwC, <\/span>50% of executives claimed they were reducing their headcounts<\/span><\/a>. In fact, tech layoffs alone have accounted for <\/span>73,000 terminations<\/span><\/a> so far this year.<\/span><\/p>\n

So, what\u2019s the best way to handle layoffs? Should you offer severance pay? And are there any alternatives to layoffs that you could consider?<\/span><\/p>\n

Let\u2019s explore.<\/span><\/p>\n

\"people<\/a><\/p>\n

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Table of Contents<\/p>\n