Managing a Global Reduction in Force: Roadmap for General Counsel and HR

For global organisations, undertaking a Reduction in Force (RIF) is an arduous and potentially risk-prone task.

Having a structured workflow that covers all the critical stages in the process will save you time and help you mitigate risk.

We have created a workflow roadmap to guide you through planning and implementing your RIF. It covers the four key stages:

  • Strategy
  • Preparation
  • Implementation
  • Post-Completion

Our roadmap includes practical recommendations for the essential processes in each stage along with invaluable insights relevant across APAC.

To find out more about how to devise a smooth-running workforce restructuring plan for APAC, contact Jo Edgley or Dom Wrench.

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Fill in the form below to download our reduction in force roadmap.

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Resource Centre

Article

China – Increased costs for employee severance, unfair dismissal claims and social insurance contributions

Whilst the central government usually requires minimum compensation figures to be increased at least once every two years, some cities chose not to increase the figure in recent years due to concerns around economic uncertainty, international trade tensions and higher levels of unemployment. However, many major cities have now opted to increase their average monthly
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Sunflower
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Poland – New regulations on transparent and predictable working conditions

The EU Directive on transparent and predictable working conditions has now been implemented into Polish legislation, effective from 26 April 2023. Some key provisions of the new laws that employers now need to comply with.
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Article

Ireland – New work life balance rights for employees

On 4 April, a new Act relating to work life balance rights for employees (called the Work Life Balance and Miscellaneous Provisions Bill 2022) was signed into law in Ireland, with the provisions expected to come into force over the next few months.
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Article

Ireland – New regulations on transparent and predictable working conditions

Probationary periods: Probationary periods are now limited to a duration of six months unless there are exceptional circumstances and an extension is in the interest of the employee, in which case the duration may be extended to a maximum of 12 months. Probationary periods can also be extended beyond six months if the employee is absent
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