Important notice: The content presented in this article is provided for informational purposes only. It does not constitute legal advice or personalized professional advice. Each collective layoff situation may involve specific circumstances. We recommend consulting a qualified HR consultant or legal advisor before making a decision.
Managing a collective layoff requires careful planning. Organizations must address strict legal obligations, significant human impacts and broader organizational considerations.
Certain mistakes occur frequently. Here are five common situations and how to avoid them.
The situation
In Québec, the Act respecting labour standards establishes strict requirements for collective layoffs. When an organization plans to lay off 10 or more employees at the same establishment within a two-month period, it must provide notice to the Minister within the prescribed timeframe:
This obligation is sometimes delayed or overlooked during the planning process.
Possible consequences
Recommended practice
Integrate legal obligations into the process from the beginning of the planning stage. An HR partner can help ensure that procedures are followed and that the appropriate documentation is prepared.
The situation
A layoff announcement is a critical moment. Some organizations proceed without adequate preparation: managers are not trained, messages are unclear, documentation is incomplete and no career transition program is offered.
Possible consequences
Recommended practice
Communicating an employment termination requires a structured approach. Training managers, preparing documentation and offering a career transition program can help make these conversations more respectful and effective.
The situation
Section 84.0.10 of the Act respecting labour standards requires employers to establish a reclassification assistance committee during a collective layoff, unless equivalent services are provided by a specialized firm.
Some organizations are unaware of this requirement or assume that providing a list of community resources is sufficient. The legislation requires structured and demonstrable support.
Possible consequences
Recommended practice
Plan employee support as early as possible. A specialized career transition firm can provide services equivalent to those of a reclassification assistance committee.
The situation
Attention naturally focuses on the people who are leaving. However, employees who remain with the organization also experience a period of adjustment. They observe how departures are handled and may question the organization’s direction.
Survivor syndrome is well documented in HR literature and may involve concerns, uncertainty and the need for significant adjustment.
Possible consequences
Recommended practice
Maintaining team cohesion after a collective layoff requires a proactive approach, including clear communication, team meetings and clarification of roles.
Providing professional support to departing employees also sends an important message to those who remain.
The situation
A collective layoff affects people with different backgrounds, levels of seniority and support needs. Some organizations apply a uniform approach by offering the same severance package, level of support and communication to everyone.
Needs vary significantly by employee profile. An early-career employee does not have the same needs as an executive with many years of service.
Possible consequences
Recommended practice
Adapt the approach to different employee profiles. Professional career transition programs can offer several levels of support, including group programs, intensive individual coaching and specialized services based on participants’ needs.
These five situations often result from insufficient planning or a lack of knowledge. They can be avoided.
A well-planned collective layoff that respects legal obligations and is supported by professional career transition services helps protect the organization.