Reduction in Force

Compliant & Compassionate Layoffs

Let’s face it. A layoff is distressing for everyone involved. It’s painful to part with employees, especially when it’s not their fault. Combined with the complex compliance requirements, it’s no surprise layoffs make waves throughout the workplace. Though the process will never be pleasant, there is an easier way to say goodbye. Our layoff management tool has the features you need to ensure consistent, compliant, and supportive employee exits.

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Business Case & Selection Criteria

During a layoff, it’s key to document your decision making.

Explain the business reason leading to the reduction in force
Define the business justification and selection criteria for the impacted employees
Maintain documentation of employees who were considered but not selected for the event

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Employee Pool Management

When evaluating employees for a reduction in force, your rationale should be objective and easy to follow.

Create employee pools that are supported by your business justification and selection criteria
Using your employee pools, assign employees as considered for or impacted by the layoff
Collaborate across HR and legal teams to review and approve employee selections

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Change Management

Reductions in force don’t always go as planned, so flexibility is critical.

Use a single click to make changes that reflect throughout the platform
Easily adjust event dates and information rather than restarting from the beginning
Benefit from automatically recalculated severance and regenerated documents

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Audit Trail

If audited, you’ll know that pertinent information is stored in a single location — not scattered in email threads and spreadsheets.

Maintain a detailed event history without extra effort
Track the status of each reduction in force from beginning to end
Document the employee selection process and the steps taken to evaluate each impacted employee