OPINION
It was only a few short months ago that the employment climate was said to favour the employee. At the time commentators (not this one) were telling anyone who would listen that it was a great time for employees to ask for a promotion or salary increase and that overall, it was an employees’ market. My, how the tide has turned.
The Government’s fiscal austerity measures (that have resulted in the loss of thousands of public service roles) are now being adopted by employers across the spectrum. The Government’s ideology of increasing workplace efficiencies and productivity appears to have resonated and as a result, there is a lot of belt-tightening going on and people employed in all areas, not just the public service, are becoming more conscious of job security.
While achieving better efficiencies and increased productivity are desirable outcomes, they also frequently intersect with employment practices, impacting everything from hiring and compensation to workplace conditions and labour rights.
As we are seeing play out, one of the primary concerns during periods of fiscal austerity is job security. Organisations may implement hiring freezes, layoffs, or downsizing initiatives to reduce costs, leading to heightened uncertainty for employees. In such times, employment laws play a crucial role in safeguarding workers’ rights and ensuring fair treatment.