Losing your job or letting someone go at Christmas time

For many, not only is Christmas the most wonderful time of the year, it is also the most stressful and, more often than not, it’s because of finances. This is particularly true for those who have recently been made redundant, as the worry of being able to afford things like presents, food & drink and decorations can ruin the excitement and ultimately make someone dread the ‘happy festive season’.


So whether you are letting someone go or being let go yourself, the experts at DYWAJ have some top tips for you both:




Letting someone go or firing someone:


First things first, remember, as an employer you aren’t the only boss that’s ever had to let someone go around Christmas time, and you won’t be the last. So don’t panic, just because you’re doing your job and what’s needed for the business, it doesn’t mean you’re Scrooge.


1. Plan ahead


To avoid any risk of confusion when letting someone go or firing someone, you should make sure the terms and conditions are presented to each employee clearly from the beginning. Legally, this can be said both verbally or written, however it is best to put everything in writing, with signatures from both parties in a contract, to prevent any miscommunication in the future.


It is important to relay terms and conditions which result in dismissal or termination, for example: theft, bullying or putting others in danger, refusing to fulfil job duties and arriving at work under the influence of alcohol or drugs can result in instant termination.


2. Communicate


Informing someone that you are letting them go or that they are fired can be difficult, especially at Christmas; whether it is the first time you’re doing it or the fiftieth, it is important to be as considerate as possible. Bring someone in with you to witness the conversation and outline the reasons for the dismissal as clearly as possible.


Staying fair and respectful will protect the reputation of the company and reduce any chances of defamatory behaviour after the employee has left.


3. Follow protocol


To ensure protocol is followed and everything is finalised correctly, you must stay professional and follow the terms and conditions that you set. In these, you will have outlined a number of things in relation to the dismissal process. For example, if you are letting someone got for minor reasons, you may be inclined to give them a notice period so they are able to look for somewhere else before they become unemployed.



Being let go or fired:


1. Don’t panic or retaliate


There is a very high chance you won’t agree with all the reasons for your dismissal, however it is important to stay as professional as possible. Whether you are intending to use the company and employer as a reference or not, there is still a possibility you will have to provide their details in an application.


2. Learn from your mistakes


Whatever the reason may be for your previous dismissal, it is vital you admit any wrongdoings to yourself and figure out how you can learn from them. Be honest in any interviews or applications that ask about your previous employment, however, remember not to speak badly of them, as it can have a detrimental effect on future employers’ opinions of you and your opportunity to work for them.


3. Change your outlook


Stay as positive as possible throughout your dismissal, and be proactive even after you leave. Continue to wake up at the same time you would if you were working and treat your job hunt like full time work. It’s easy to slip into the habit of treating your employment break as if it were a holiday, but make sure you spend your time wisely and aim for a job that suits you well. Start by updating your CV and making it the best it can be before you start applying.


For some extra help with your job hunt, you can head to www.dywaj.co.uk and upload your CV, ready for employers from all different industries to find you. You can also seek help from DYWAJ as a business owner or employer to fill the positions that are now available as quickly as possible. For more information, please email sarah@dywaj.com.

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