Employers sometimes decide to cut staff. It could be because business is not going so well. It could be because they are merging with another company and need to avoid duplicating positions. Or it could be that someone is going on an efficiency drive and believes there are too many employees.
Whatever the reason, it is important to remember that an employer has the right to do this. What they do not have the right to do is break any laws in the process. An employer is not allowed to breach a person’s rights when choosing to terminate their employment. Reasons they might have used this opportunity to do so include:
Revenge for calling out improper behavior
If you and anyone else who reported the company for improper behavior are lined up for termination, then it’s important to look at what justifies the employer’s selection. Employers cannot use firing as a way to punish or silence people who speak out against improper practices, safety breaches, harassment or discrimination.
Chosen because of one of your protected characteristics
Protected characteristics such as age, disability, race, skin color, religion and so forth should not come into an employer’s decision-making. For example, however much an employer wants to assemble a team for the future, they cannot just cut all older staff and retain the younger ones. Firing someone because of their age is illegal, provided that person is over 40.
Proving an employer acted illegally in firing you can be tricky. The employer may come up with other reasons they claim were behind their choice. Nevertheless, if you suspect foul play, it’s advisable to learn more about your rights and the actions you could potentially take.