We are providing this practical guidance to support you as an employer as you work with your employees and make hard decisions about your future workforce. 

Many of your older employees will be loyal long-term staff who have been with you through the ups and downs, and you probably know their family well and are very aware of their personal circumstances. This makes the decisions you face very hard and having conversations with these staff especially daunting.

They will also have deep knowledge that you may need both during this period and as you come out the other side. We shouldn’t underestimate the contribution tacit knowledge makes to our businesses, it is often hard to measure but when it is not there we sure know it.

Your older workers will no doubt be thinking about how they should respond during this period and may well be feeling pressure to do their bit. They will also have seen previous downturns and will remember that employers often targeted older workers for redundancy. They will also be aware that even in good times it can be hard for an older worker to get back into employment should they lose their job.

For some to voluntarily move to part-time or to bring forward a move away from paid work may be feasible. However, for others, these options may not be feasible, with heightened levels of anxiety that they may be asked to leave. 

How your business works with its employees whatever their age or life stage in the current environment will say a lot about you as an employer.

CLICK HERE FOR A COPY OF THE 2 PAGE PRACTICAL GUIDELINES AND 12 THINGS TO REMEMBER.