Reductions in force (RIFs) remain a necessary, though difficult, workforce strategy. In response to evolving market demands and operational shifts, employers considering a RIF must navigate a range of legal, logistical, and personnel concerns. With sound planning and compliance, employers can transition effectively while minimizing exposure and maintaining employee trust.

The process begins by clearly documenting the legitimate business reasons for the reduction, whether financial, structural, or operational. Also, the selection criteria should be objective and tied to the organization’s goals. Subjective or informal criteria, like “manager’s choice,” can raise claims of discrimination, especially when correlated with protected characteristics.