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Position elimination policy template

A position elimination policy is a procedure that explains how positions can be abolished within an organization. It describes the steps that will be taken when a position is no longer needed, such as when a job is abolished due to restructuring or financial difficulties.

This template will provide a clear and consistent approach for HR professionals to follow when eliminating positions within their organization.

It will help ensure that all necessary steps are taken, such as notifying affected employees and providing severance packages when appropriate. Additionally, it will help ensure that the organization complies with all relevant laws and regulations regarding position eliminations.

What is a position elimination policy?

A position elimination policy is a set of guidelines that outline the process for eliminating positions within an organization. It is designed to ensure that the process is carried out fairly, consistently, and in accordance with relevant laws and regulations. The policy should include information on the circumstances under which positions may be eliminated, the steps that will be taken to notify affected employees, and any severance packages or other support that will be provided.

A position elimination policy should include:

  1. A clear explanation of the circumstances under which positions may be eliminated, such as restructuring, financial difficulties, or a change in business needs.
  2. A description of the steps that will be taken to notify affected employees, including timelines and communication channels.
  3. Information on any severance packages or other support that will be provided to affected employees.
  4. A process for appealing position eliminations, including timelines and the person or people responsible for reviewing appeals.

Why is it important to have a position elimination policy?

A position elimination policy is important because it helps ensure that the process of eliminating positions is carried out fairly and consistently. It also helps ensure that affected employees are treated with respect and provided with the support they need during a difficult time. Additionally, a clear policy can help minimize the risk of legal disputes and reputational damage.

Step-by-step instructions for writing your own position elimination policy

1. Review relevant laws and regulations: Before you start writing your policy, it’s important to review relevant laws and regulations in your jurisdiction to ensure that your policy complies with them.
2. Identify the types of positions that may be eliminated: Consider the types of positions that may be eliminated within your organization and the circumstances under which they may be eliminated.
3. Determine the steps for notifying affected employees: Decide how you will notify affected employees, including the method of communication, the timeline for notification, and who will be responsible for delivering the news.
4. Decide on severance packages or other support: Consider what support you will offer affected employees, such as severance packages, outplacement services, or career counseling.
5. Establish an appeals process: Determine who will be responsible for reviewing appeals and the timeline for submitting an appeal.
6. Review and revise: Once you have a draft of your policy, review it carefully to ensure that it is clear, consistent, and compliant with relevant laws and regulations. Revise as necessary.

Position elimination policy template

[Organization name]

Position elimination policy

1. Purpose

The purpose of this policy is to outline the process for eliminating positions within [organization name].

2. Scope

This policy applies to all positions within [organization name].

3. Circumstances for position elimination

Positions may be eliminated due to restructuring, financial difficulties, or a change in business needs.

4. Notification process

Affected employees will be notified in writing by their manager or HR representative. The notification will include the reason for the position elimination, the effective date, and any severance packages or other support that will be provided.

5. Severance packages

Severance packages will be provided to affected employees in accordance with [organization name]’s severance policy.

6. Appeals process

Affected employees may submit an appeal in writing to the HR department within 14 days of receiving notification. The appeal will be reviewed by the HR manager and a response will be provided within 14 days.

7. Effective date

This policy is effective as of [date] and supersedes all previous position elimination policies.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

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