5 ms·

In the UK, "getting fired" or "getting the sack" means you were incompetent (or commited misconduct) and are sent home. For incompentance, they can only do this

In the UK, "getting fired" or "getting the sack" means you were incompetent (or commited misconduct) and are sent home. For incompentance, they can only do this after a "performance review" (they have to give you 3 months to improve, I think). "Laid off" is called being "made redundant". The company can do this much more easily to a bunch of people, but it generally has to pay them ~6 months salary and can't hire new people at the same time, for the same job(s). Any employer being more aggressive than this will probably be taken to an employment tribunal. In the States, I've heard you guys use the terms synonymously, but it always sounded a little weird. Your employment law is awful for employees though, by comparison.

kelnos 10y ago
No, we use the terms the same way in the US, just the protections behind them are weaker (and personally, as an employee, I'm fine with it that way). You might be thinking of the phrase "was let go", which is just a nicer way of saying "got fired". "Laid off" here means the same as in the UK: you were sent home because your job function isn't needed anymore, or because the company is downsizing.
- vertex-four 10y ago
  > and personally, as an employee, I'm fine with it that way You mean as a reasonably well-off employee who was lucky enough to have picked a growing field when you went to uni. On the other hand, if that field ever stops growing for any reason... you might see why people enjoy stability and the ability to plan ahead in their work life.
  - philh 10y ago
    Some people think that pro-employee laws are not in fact good for employees. Regardless of whether or not you agree with them, it's super uncharitable to dismiss them in this way.
    - vertex-four 10y ago
      Pro-employee laws are not good for employees in the success case - that you're a top 10% worker in a field that is growing and has lots of demand. The thing is, if you think about the failure case - you're a disposable cog in a field that's stagnating - there's issues which need to be solved, unless you're a staunch libertarian with a belief that people who are unable to find work should die. Nobody wants to pay for a 40yo person with a family to spend years retraining when they lose their job and can't find another, so what is there to do?
      - tbrownaw 10y ago
        The alternative to making it impossible to fire people, is to make getting fired less of a big deal. Instead of adding friction to the employment market, implement a decent social safety net that includes provisions for voc ed / retraining. Instead of focusing solely on prevention, work on mitigation. To much prevention can make everything grind to a halt.
        vertex-four 10y ago
        > Instead of adding friction to the employment market, implement a decent social safety net that includes provisions for voc ed / retraining. Sure, except that nobody wants to do that for some abstract reason of "fairness", so the problem needs to be mitigated another way.
        tbrownaw 10y ago
        Really? I thought it was that it smells a bit too much like communism. Which seems to be gradually becoming less of a problem over time, even here in the USA.
        toomuchtodo 10y ago
        Socialism, not communism. And systematiclly dismantling the middle class through public policy and economic upheaval does that to a country. Full speed ahead on stronger safety nets, even if it means higher taxes.
  - kelnos 10y ago
    That's rather undeservedly flippant. Actually I picked a dying field at uni. Well, not a dying one, but it's become very difficult over the past 10-15 years to find a job doing digital hardware design. Fortunately I gave up on that quickly and switched to software (something I was lucky enough to start picking up well before uni). But I think that misses the point. We shouldn't halt progress in the name of job security. I'm fine with slowing progress a little; hell, even in the US it's customary (even though not required by law) to pay a decent severance package during layoffs. But I just don't get this whole idea that you're entitled to a job (and job security) just because you trained for it. I also don't get the resistance toward retraining, aside from the obvious issue that retraining takes time and money, and in the meantime you have to feed and shelter yourself (but this sort of thing can and should be solved via social safety nets). Sure it would be easy to be able to have a single job for the rest of your life, but that's just not how life works, or should work. Things get obsoleted all the time, and that doesn't mean we should legally require private enterprises to keep paying someone to do useless work. I do very much object to how difficult it can be to vanilla fire someone in many places in Europe. They've gone way too far with that one. Extra protections for layoffs are fine, but if someone is consistently underperforming, it should be possible to get rid of them immediately and without any sort of severance. I've been at a couple very small companies in the US where the lack of ability to do that sort of thing could have killed the company.
dfraser992 10y ago
You forgot about being 'sent to Coventry' - i.e. the company doesn't want to pay you redundancy, and can't fire you for incompetence, so you get ignored, not given any work, get put in a useless role, etc until you wise up and quit/find another job. British passive aggressiveness at its finest! Being American. I would have had no problem with being fired aka 'you're now surplus' and it would have been far more helpful (i.e. get it over with) vs. letting me twist in the wind for a few months... or even have a hard talk with me to see if I might be useful elsewhere in the company because I was bored etc. But the procedure they used to downsize the workforce earlier that year before that was cruel - straight out of the Victorian era...
- willthames 10y ago
  Sent to Coventry appears to be Constructive Dismissal under UK law https://www.gov.uk/dismissal/unfair-and-constructive-dismissal https://www.gov.uk/dismissal/unfair-and-constructive-dismiss... Of course it might not be worth the lawsuit.
  - mattmanser 10y ago
    It's almost always worth the lawsuit, it's cheaper for a company to pay an employee off than fight them in court. The actual numbers of people who take abusive companies to court is low, just look up the statistics of companies who constructively dismiss women after pregnancies, compared to the number who actually get sued.
    - xyzzy123 10y ago
      It's a thing to do carefully; especially in a small industry. Unless the situation is pretty messed up it's generally better to take a small hit than become known as someone who litigates against their employer. On the other hand, full respect to anyone who stands up for themselves when the situation warrants it.
- tehwalrus 10y ago
  I've heard that that practise (what a name!) Is relatively common in Japan: I've never heard of it in the UK before. I have heard of "gardening leave" though: where you're left on full salary but kept out of the building for your notice period, to stop you passing up to date market info to your new company. (It's the only legal way I know of in the UK to implement a non-compete clause.)
mattmanser 10y ago
You don't get 6 months salary, that's never been a thing. Unless there's something different in your contract, it's a week per year worked. A normal contract clause in the UK is that it's a month or 6 weeks notice both ways after a probationary period of 3 or 6 months, so that's usually a minimum. https://www.gov.uk/redundant-your-rights/redundancy-pay https://www.gov.uk/redundant-your-rights/redundancy-pay
- tehwalrus 10y ago
  Thanks for correcting me, clearly I've only ever heard about it from people who had been working somewhere for a long time!
  - walshemj 10y ago
    You may be thinking of voluntary redundancy terms which can be very lucrative
walshemj 10y ago
And a in IR/HR terms a lay off is not exactly the same as a redundancy. With redundancy the job is 100% gone, with a layoff the job may come back ie a factory may lay off the night shift - with expectation that if things pick up the nightshift will be re hired.

kelnos 10y ago

No, we use the terms the same way in the US, just the protections behind them are weaker (and personally, as an employee, I'm fine with it that way). You might be thinking of the phrase "was let go", which is just a nicer way of saying "got fired". "Laid off" here means the same as in the UK: you were sent home because your job function isn't needed anymore, or because the company is downsizing.

vertex-four 10y ago
> and personally, as an employee, I'm fine with it that way You mean as a reasonably well-off employee who was lucky enough to have picked a growing field when you went to uni. On the other hand, if that field ever stops growing for any reason... you might see why people enjoy stability and the ability to plan ahead in their work life.
- philh 10y ago
  Some people think that pro-employee laws are not in fact good for employees. Regardless of whether or not you agree with them, it's super uncharitable to dismiss them in this way.
  - vertex-four 10y ago
    Pro-employee laws are not good for employees in the success case - that you're a top 10% worker in a field that is growing and has lots of demand. The thing is, if you think about the failure case - you're a disposable cog in a field that's stagnating - there's issues which need to be solved, unless you're a staunch libertarian with a belief that people who are unable to find work should die. Nobody wants to pay for a 40yo person with a family to spend years retraining when they lose their job and can't find another, so what is there to do?
    - tbrownaw 10y ago
      The alternative to making it impossible to fire people, is to make getting fired less of a big deal. Instead of adding friction to the employment market, implement a decent social safety net that includes provisions for voc ed / retraining. Instead of focusing solely on prevention, work on mitigation. To much prevention can make everything grind to a halt.
      - vertex-four 10y ago
        > Instead of adding friction to the employment market, implement a decent social safety net that includes provisions for voc ed / retraining. Sure, except that nobody wants to do that for some abstract reason of "fairness", so the problem needs to be mitigated another way.
        tbrownaw 10y ago
        Really? I thought it was that it smells a bit too much like communism. Which seems to be gradually becoming less of a problem over time, even here in the USA.
        toomuchtodo 10y ago
        Socialism, not communism. And systematiclly dismantling the middle class through public policy and economic upheaval does that to a country. Full speed ahead on stronger safety nets, even if it means higher taxes.
- kelnos 10y ago
  That's rather undeservedly flippant. Actually I picked a dying field at uni. Well, not a dying one, but it's become very difficult over the past 10-15 years to find a job doing digital hardware design. Fortunately I gave up on that quickly and switched to software (something I was lucky enough to start picking up well before uni). But I think that misses the point. We shouldn't halt progress in the name of job security. I'm fine with slowing progress a little; hell, even in the US it's customary (even though not required by law) to pay a decent severance package during layoffs. But I just don't get this whole idea that you're entitled to a job (and job security) just because you trained for it. I also don't get the resistance toward retraining, aside from the obvious issue that retraining takes time and money, and in the meantime you have to feed and shelter yourself (but this sort of thing can and should be solved via social safety nets). Sure it would be easy to be able to have a single job for the rest of your life, but that's just not how life works, or should work. Things get obsoleted all the time, and that doesn't mean we should legally require private enterprises to keep paying someone to do useless work. I do very much object to how difficult it can be to vanilla fire someone in many places in Europe. They've gone way too far with that one. Extra protections for layoffs are fine, but if someone is consistently underperforming, it should be possible to get rid of them immediately and without any sort of severance. I've been at a couple very small companies in the US where the lack of ability to do that sort of thing could have killed the company.

dfraser992 10y ago

You forgot about being 'sent to Coventry' - i.e. the company doesn't want to pay you redundancy, and can't fire you for incompetence, so you get ignored, not given any work, get put in a useless role, etc until you wise up and quit/find another job. British passive aggressiveness at its finest! Being American. I would have had no problem with being fired aka 'you're now surplus' and it would have been far more helpful (i.e. get it over with) vs. letting me twist in the wind for a few months... or even have a hard talk with me to see if I might be useful elsewhere in the company because I was bored etc. But the procedure they used to downsize the workforce earlier that year before that was cruel - straight out of the Victorian era...

willthames 10y ago
Sent to Coventry appears to be Constructive Dismissal under UK law https://www.gov.uk/dismissal/unfair-and-constructive-dismissal https://www.gov.uk/dismissal/unfair-and-constructive-dismiss... Of course it might not be worth the lawsuit.
- mattmanser 10y ago
  It's almost always worth the lawsuit, it's cheaper for a company to pay an employee off than fight them in court. The actual numbers of people who take abusive companies to court is low, just look up the statistics of companies who constructively dismiss women after pregnancies, compared to the number who actually get sued.
  - xyzzy123 10y ago
    It's a thing to do carefully; especially in a small industry. Unless the situation is pretty messed up it's generally better to take a small hit than become known as someone who litigates against their employer. On the other hand, full respect to anyone who stands up for themselves when the situation warrants it.
tehwalrus 10y ago
I've heard that that practise (what a name!) Is relatively common in Japan: I've never heard of it in the UK before. I have heard of "gardening leave" though: where you're left on full salary but kept out of the building for your notice period, to stop you passing up to date market info to your new company. (It's the only legal way I know of in the UK to implement a non-compete clause.)

mattmanser 10y ago

You don't get 6 months salary, that's never been a thing. Unless there's something different in your contract, it's a week per year worked. A normal contract clause in the UK is that it's a month or 6 weeks notice both ways after a probationary period of 3 or 6 months, so that's usually a minimum. https://www.gov.uk/redundant-your-rights/redundancy-pay https://www.gov.uk/redundant-your-rights/redundancy-pay

tehwalrus 10y ago
Thanks for correcting me, clearly I've only ever heard about it from people who had been working somewhere for a long time!
- walshemj 10y ago
  You may be thinking of voluntary redundancy terms which can be very lucrative

walshemj 10y ago

And a in IR/HR terms a lay off is not exactly the same as a redundancy. With redundancy the job is 100% gone, with a layoff the job may come back ie a factory may lay off the night shift - with expectation that if things pick up the nightshift will be re hired.