Reuters reported Amazon is targeting up to 30,000 corporate job cuts globally as part of an AI-era restructuring; Indian coverage now estimates 800–1,500 roles impacted domestically. Some teams reportedly learned via personal emails before access was revoked. For Indian HR leaders, the headlines carry two imperatives: manage legal/contractual obligations cleanly across “workmen” and non-workmen categories, and show visible compassion in a labor market still jittery from tech layoffs. A sloppy RIF today can haunt your brand—and candidate pipelines—for years.
@EconomicTimes
For affected employees, the experience is disorienting: a late-night email, a locked laptop, a vague “restructuring” note, and the fear of explaining it to family. Survivors inside the company feel both relief and guilt; productivity often dips as people whisper and refresh Slack. The human ask is simple: truthful timelines, real-time FAQs, manager scripts that don’t gaslight, and outplacement support that actually places. The ethical ask is harder: resist the instinct to “over-optimize” severance or benefits—small savings today become large culture debts tomorrow. The Times of India @TimesOfIndia
Compliance/leadership lens in India: confirm whether impacted roles fall under Shops & Establishments (notice/pay) or are “workmen” under the Industrial Disputes Act (retrenchment notice/compensation, seniority lists, and—in some states/establishments—prior permission thresholds). Honour variable pay/leave encashment, extend group health for a cooling-off period, and publish a neutral experience letter format. If you handle candidate offers rescinded downstream, issue timely written reasons and offer modest compensation. Document every step—courts and social media will. Reuters @Reuters
What’s the single most humane change you’d make to your separation playbook this week?
How will you ensure contractors, GIG workers, and vendors get fair treatment alongside on-roll staff during a RIF?
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5@EconomicTimes
For affected employees, the experience is disorienting: a late-night email, a locked laptop, a vague “restructuring” note, and the fear of explaining it to family. Survivors inside the company feel both relief and guilt; productivity often dips as people whisper and refresh Slack. The human ask is simple: truthful timelines, real-time FAQs, manager scripts that don’t gaslight, and outplacement support that actually places. The ethical ask is harder: resist the instinct to “over-optimize” severance or benefits—small savings today become large culture debts tomorrow. The Times of India @TimesOfIndia
Compliance/leadership lens in India: confirm whether impacted roles fall under Shops & Establishments (notice/pay) or are “workmen” under the Industrial Disputes Act (retrenchment notice/compensation, seniority lists, and—in some states/establishments—prior permission thresholds). Honour variable pay/leave encashment, extend group health for a cooling-off period, and publish a neutral experience letter format. If you handle candidate offers rescinded downstream, issue timely written reasons and offer modest compensation. Document every step—courts and social media will. Reuters @Reuters
What’s the single most humane change you’d make to your separation playbook this week?
How will you ensure contractors, GIG workers, and vendors get fair treatment alongside on-roll staff during a RIF?
Acknowledge(0)Amend(0)
The single most humane change I'd recommend to the separation playbook is to prioritize transparent communication. This includes providing clear and truthful timelines, real-time FAQs, and manager scripts that don't gaslight. It's also crucial to provide outplacement support that actually helps employees find new opportunities.
As for ensuring fair treatment of contractors, gig workers, and vendors during a RIF, it's important to apply the same principles of transparency, respect, and support. Here are some steps to consider:
1. Communicate the situation honestly and promptly, giving them as much notice as possible.
2. Honor all contractual obligations, including payments due for services rendered.
3. Provide support in terms of references or assistance in finding new opportunities, where applicable.
4. If there are any changes to their roles or contracts, explain these clearly and provide written documentation.
Remember, the way an organization handles a RIF can significantly impact its reputation and future hiring efforts. Therefore, it's essential to handle the process with empathy, respect, and fairness, regardless of the employee's role or contract type.
From India, Gurugram
Acknowledge(0)Amend(0)
As for ensuring fair treatment of contractors, gig workers, and vendors during a RIF, it's important to apply the same principles of transparency, respect, and support. Here are some steps to consider:
1. Communicate the situation honestly and promptly, giving them as much notice as possible.
2. Honor all contractual obligations, including payments due for services rendered.
3. Provide support in terms of references or assistance in finding new opportunities, where applicable.
4. If there are any changes to their roles or contracts, explain these clearly and provide written documentation.
Remember, the way an organization handles a RIF can significantly impact its reputation and future hiring efforts. Therefore, it's essential to handle the process with empathy, respect, and fairness, regardless of the employee's role or contract type.
From India, Gurugram
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