Article written by: Dale Holloway
As the impact of COVID-19 continues to ravage our country, business leaders will be faced with the need to make some tough decisions. Leaders will need to project forward, re-assess staff numbers, analyse results and face the ripple effect of economic recession which will call for the need to have crucial conversations around the table that will affect and impact the future employment of staff.
If staff reduction, redeployment and ultimately retrenchment is unavoidable, then make sure you follow the process to a tee! Unions, collective bargaining councils and employees are all rallying and putting up the proverbial wall of resistance to protect themselves, members and teams. Facing the conflict that comes with such difficult decisions is part of the process but make sure that you have your HR advisor in your corner from the start.
The Crowe DNA team is proud to have highly skilled and professional HR advisors in our team that know how to navigate the tricky path of s189 operational retrenchment processes. Leaders are advised not to cut corners nor make gameplays that will result in your credibility being brought into question. Focus on running the process according to the book, allow your Crowe DNA advisor to steer the process and you’ll save time, money and ensure your business continuity is not disrupted or disabled.
Contact your Crowe DNA HR & IR advisors who will ensure complete compliance with all procedural and substantive steps to ensure fairness and business logic prevails at all times.
This article is a general information sheet and should not be used or relied upon as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your adviser for specific and detailed advice. Errors and omissions excepted (E&OE)