Asking a former employee to help after closure
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"Could you pop back for a morning?" can conceal a substantial new work arrangement. The former employee may be asked to supervise visitors, answer technical questions or take responsibility for records. Familiarity with the business does not settle how that arrangement should work.
Before making the request, describe the actual task and obtain the appropriate employment, tax, insurance and safety advice. Acas distinguishes employment status by the agreement and real working relationship. Calling the return a favour or freelance help does not answer all those questions.
Write the request before discussing availability
A useful proposed scope identifies the outcome, expected time, location and person directing the work. State whether the person would supply information, carry out activity or supervise others. Identify any decisions they would be asked to make.
Consider these illustrative requests:
| Vague request | Question a clear scope would answer |
|---|---|
| Help with the last equipment | Is this identifying records, demonstrating equipment or physical handling? |
| Look after the site | Which visits, responsibilities and escalation routes are involved? |
| Answer a few questions | For whom, about what, and with which records and limits? |
The detail helps advisers assess the arrangement and gives the former employee a fair basis on which to respond. Do not imply that years of service create an ongoing obligation to be available.
Keyholder cover needs particular care: opening the premises and approving activity are separate responsibilities.
Agree the arrangement through the proper route
Once advice has clarified the position, record the agreed scope, payment arrangements where applicable, access and supervision. Confirm what happens if the person is unavailable or a task falls outside the scope. Use the appropriate documents rather than relying on this article as a contract.
Check current competence and site conditions. A person may remember the working factory but not know what changed after services, staffing or layouts were altered. The remaining-team review should account for those changes.
For a knowledge task, arrange a defined recipient and output. Testing the handover can reduce the need for repeated return visits by making sure the information was understood the first time.
Tell UK Auction Group what the former employee can assist with and who retains instruction authority. Avoid promising technical support or attendance until the arrangement is actually agreed.
If the person declines, revise the plan and commission suitable support where needed. Their absence is a planning fact to address, rather than a reason to stretch an informal favour into an assumed responsibility.
Explore employees and handover.
Sources
- Acas: Types of employment status Checked
- UK Auction Group: business closure Checked
This guide is general information and education only. Legal, tax, employment and safety decisions may need a qualified adviser who knows your situation. Read the disclaimer.