E-Paper
Sign In
'Don't fire, redeploy': UAE experts urge employers to explore options amid global job cuts
Experts also said a structured approach that treats employees with respect, goes a long way in maintaining trust and keeps bridges open for the future during layoffs
- PUBLISHED: Wed 12 Feb 2025, 8:50 AM
HR professionals in the UAE are urging companies to explore redeploying existing employees to other departments before resorting to layoffs.
This comes amid a surge in global and local job cuts since the start of 2025. Despite the ongoing recovery of the regional economy from the pandemic, job security remains uncertain.
Recommended For You
Industries such as technology, aviation, media and retail have faced significant downsizing this year. Worldwide, major corporations, including Amazon, Boeing and Spirit Airlines, have announced staff reductions extending into the year.
Stay up to date with the latest news. Follow KT on WhatsApp Channels.
Meanwhile, when Khaleej Times reached out to recruiters in the UAE, they emphasised the importance of strong communication, noting that employers who approach redundancies with openness, honesty and empathy, tend to manage the process more effectively for everyone involved.
Connect with recruitment agencies, stay active on LinkedIn
Nicki Wilson, Executive Director, Genie Recruitment said, “Internal redeployment should always be considered before resorting to layoffs. If an employee’s role is no longer viable but they have valuable skills that could benefit another department, redeployment can be a win-win situation."
"HR can play a crucial role in supporting employees beyond their tenure at a company by offering practical assistance, such as connecting them with recruitment agencies or career coaches, making a significant difference. Providing access to job search platforms and resume-building workshops could also prove to be useful in such situations.”
Job cuts in November 2024 totalled 57,727, marking a 3.8 per cent rise from October 2024, as per a report from Challenger, Gray & Christmas Inc.
Wilson stressed many professionals underestimate the power of LinkedIn until they need it. She emphasised having a strong profile and an active presence on such platforms can significantly improve job prospects.
She added, “Continuous learning and development should be a priority, not just for employees but for companies as well. The workplace is evolving at an unprecedented rate and those who fail to keep up with industry trends risk becoming redundant, sometimes literally,” added Wilson. “Employees who actively seek out new skills, build their networks and stay informed about market trends are far better equipped to navigate career uncertainties.”
Follow a clear, structured approach
Experts also pointed out that a clear, structured approach that treats employees with respect, goes a long way in maintaining trust, even in difficult times, and keeps bridges open for the future.
Aws Ismail General Manager, Marc Ellis, Dubai, said, “I think layoffs are tough for everyone, but the way companies handle them makes all the difference. I believe companies should explore all options before layoffs, and when decided, transparency is key. Employees deserve honest communication about why layoffs are happening and how decisions are made. The worst thing a company can do is leave people in the dark or let rumours take over.”
Severance packages
Ismail also added, “Internal redeployment is an option that’s often overlooked. Instead of letting go of valuable talent, businesses should explore whether employees can be retrained for other roles within the company. When layoffs are unavoidable, severance packages should have a balance — giving employees enough financial support to move forward while ensuring business sustainability.”
Specialists also emphasised layoffs, while sometimes unavoidable, can serve as a turning point for employees, allowing them to reassess their careers and explore new opportunities.
Nadeem Ahmed, Senior HR Officer at Hidayath Group, also added, “HR should focus on identifying the employee's skill set and explore opportunities to move them to other departments, such as through internal job postings. Additionally, they should provide a severance package which can ease the transition and provide a safety net for employees as they search for new roles.”
