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Layoffs and Reductions In Force

When an employer decides to eliminate part of its workforce, it can present legal risk and cause stress within an organization. Bell Nunnally partners with companies to carefully plan and execute workforce reductions to help minimize legal risk and lessen the negative impact on employee morale.

We provide strategic advice to companies looking for ways to downsize, including providing creative alternatives to a reduction in force or a layoff. If a reduction is necessary, we work to identify risk factors and steps to reduce them. Our team works to ensure the company is compliant with the myriad of employment laws governing workforce reductions, including the Age Discrimination in Employment Act (ADEA), the Older Workers Benefit Protection Act (OWBA) and the Worker Adjustment and Retraining Notification Act (WARN Act).

Not only does our team prepare the necessary legal paperwork, we partner with the employer through the reduction process and assist with messaging to help the company in remaining true to its culture and values throughout the process.