Employee Separation

Employment can end for a variety of reasons and although some can be positive, other situations are more challenging to deal with. Making the sometimes difficult decision to end employment and having to navigate through the legal practicalities can be hard and overwhelming. Whatever situation is leading to the end of employment, we’ll be there to support you, help you to prepare for any necessary meetings or tribunals and advise you on the right steps to take under employment law.

  • Retirement Management
  • Capability Management
  • Conflict Management
  • Managing Redundancy Processes
  • Company Restructuring
  • Start ups / Closures
  • Managing the TUPE Process
  • Proactive HR Advice
  • Negotiation Services
  • Mediation Services
  • Individual/Collective Dispute
  • Tribunal Preparation

Guiding you

through the process

At Lanes, we believe that whatever the reason for departure, good management of the exit process will enable an easier transition period. Whilst it’s always better to part ways on good terms, sadly not all exits from a company are positive and can be extremely difficult and overwhelming for everyone involved. With our support, you’ll feel confident that you’re managing the process compliantly and in a constructive, people-based way.

Manager Training

Many people managers find managing the more difficult separation processes as the hardest and most daunting thing to do in their role. If they aren’t confident in the process or how to compassionately handle these highly emotive situations, they can very quickly feel out of their depth. To support managers, we’ve developed guidelines and training workshops that cover how to manage exits from a business. You’ll get the reassurance that your managers are well-equipped to deal with employee separation situations and your managers will feel supported and knowledgeable about the process. Importantly, the employees involved will know they have been treated fairly and with dignity, mitigating huge risks for your business in terms of future legal implications.

Examples of Employee Separation

1. Retirement

As there’s no longer a default age for retirement, generally, the majority of people can choose freely when they’d like to retire. With an aging workforce in the UK, more people are having to stay in employment for longer, for financial reasons rather than through choice.

We can support you with:

  • Writing a retirement policy and procedure
  • Managing a fair and compliant process
  • Succession planning
  • Flexible working applications
  • Pre-retirement training
  • Supporting a consultation process
  • Drafting all bespoke correspondence (on a case-by-case basis)

2. Employee Capability

Reaching the final stage of dismissing an employee based on capability comes with a very complex, detailed and often lengthy process. In this situation, it’s imperative that the process is handled carefully to avoid any potential claims against your company.

We can support you with:

  • Writing performance / capability policy and procedures
  • Guiding you through the full procedure
  • Drafting all bespoke correspondence
  • Attending performance review meetings
  • Support with access to medical health records
  • Liaising with medical professionals
  • Ensuring full sensitive personal data compliance

3. Redundancy

Generally, redundancies aren’t caused by anything the employee has done wrong. Companies must prove that the position no longer exists. All employees can experience emotional turmoil if communication and actions are not handled with compassion.

We can support you with:

  • Redundancy policy
  • Selection matrices
  • Managing individual and collective redundancies
  • Drafting all relevant bespoke correspondence
  • Attending consultation meetings
  • Redundancy calculations and pay
  • Managing the survivors
  • Outplacement / support for affected staff

Interested in other HR Services?

Let's Chat

We’d love to talk to you about Lanes HR.

Email us at enquiries@laneshr.co.uk