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(MoneyNewsWire.Net, April 23, 2015 ) London, UK -- There are indicators that are noticed by employees when a Company becomes insolvent, such as being “on stop” with suppliers, or receiving wages after the due
It’s a difficult conversation for any individual to have with an employee, whether it’s a Company director or a sole trader, or even an experienced insolvency professional.
Nobody likes to be the bearer of bad news, and a sad fact is that more and more of us have experienced redundancy either directly, or have had colleagues or family members that have. Companies that are preparing for a terminal insolvency procedure such as Creditors Voluntary Liquidation often have employees that need to be made redundant.
It should be recognised by Directors and business owners that the workforce can often be the back bone of a Company and need to be dealt with respect and integrity however there is often a commercial angle which needs to be considered to maximise the value of a Company/business and its assets. It is difficult to deal with these matters taking into consideration an ethical, legal and moral point of view.
In an ideal world, employers would be open and transparent with their employees from the outset, and make sure that employees are fully aware of the circumstances. This may be relevant for turnaround strategies and Company Voluntary Arrangements, where although a Company may continue to trade, there may be significant changes to the Company and its business model to enable it to return to profitability. This can include restructuring the Company’s payroll obligations.
There are indicators that are noticed by employees when a Company becomes insolvent, such as being “on stop” with suppliers, or receiving wages after the due date. Employees that handle the incoming post may become concerned with final demands for payment and other threatening correspondence. Without full knowledge of the facts, employees may jump to their own conclusions regarding the future of the Company, a result of which could be widespread low morale and a lack of motivation. Employers that have kept their staff “in the loop” could benefit from a workforce that is willing to pull together and demonstrate loyalty to Employers who have engaged staff in the process.
However, some circumstances require the cooperation of the employees to ensure that projects are completed and the goodwill of a Company is preserved prior to an insolvency event. A counter argument could be that staff who do not know that there are problems will continue to carry out their duties in the usual manner, ensuring that there is no disruption to the day to day running of the Company.
The legal basis for notifying employees of insolvency proceedings varies depending on the type of insolvency and employment law can be a minefield, potentially resulting in tribunal related claims from employees. A licensed Insolvency Practitioner can advise you on your legal obligation in respect of dealing with the employees of a potentially insolvent Company.
Wilson field Ltd
Wilson Field
0114 2356780
seo@wilsonfield.co.uk
Source: EmailWire.Com 
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