Redundancy Anxiety Syndrome (or RAS)

As a divorce lawyer, I have witnessed many patterns of behaviour that lead to an increase in divorce or relationship breakdown. A new phenomenon is developing which I refer to as Redundancy Anxiety Syndrome and has been confirmed by many psychologists and therapists over the last 12 months as we have entered into the current recession.

What is unique about RAS is that it is a consequence of a party’s fear of the recession and of redundancy that causes them to act in a manner at work that is almost a self fulfilling prophecy and will undoubtedly, if unchecked, lead to their dismissal.

Both my firm and other practitioners and therapists have recorded the overwhelming fear experienced by many who have seen their colleagues made redundant or dismissed and who believe that they will be next in line. As a consequence of cuts and fears by their own employers, many workers are being overloaded with work that would otherwise have been carried out by at least one or two others and expected to undertake all the work themselves.

Redundancy Anxiety Syndrome is where a worker is too afraid to tell their employer that they cannot cope with the amount of work that they are facing. They will attempt to do so, in some cases with disastrous consequences and then realising that mistakes have been made, will further spiral into panic which will in turn have a direct impact on their relationships at home.

The impact of this syndrome is that instead of taking what would be normal steps in their work environment to speak to their employer or their immediate superior to explain that they cannot deal with their workload, they are too afraid to do so.

Their innate fear of dismissal leads them to attempt above all to do the work which will lead to them either spending far too long at work at the expense of their relationship or attempting the impossible. Many men and women who have sought advice from divorce lawyers over the last few months have complained that despite their attempts to understand the position of their partner, they are exhibiting the following signs:

  • Aggression
  • Impatience
  • Undermining and snapping behaviour
  • Introspection
  • Changing pattern of demeanour
  • Drinling to excess
  • Removing themselves from the home and reality

Many therapists are recommending that the cycle can be broken if there is an understanding on all sides of what is occurring. In the case of the recipient of this behaviour, if you believe that your partner is experiencing such stress, then if they will not communicate with you so that the problem can be discussed, therapy can lead to a resolution.

What must be tackled in a coherent manner is dealing with your bosses if you are the person that is unable to cope with your workload. What therapists are suggesting is that you should approach your bosses and indicate that you are very pleased that they are investing their belief in you and that you do not wish to in any way breach that confidence. However, if you make clear that in order to protect the good name of the company, practice or business, that for a temporary time it would be more practicable to spread the workload in order to avoid mistakes. Sensible communication will deal with the issue.

The sentiment that it is better to be safe than sorry, really will hit home to the bosses notwithstanding their financial obligations. You can explain that it is a very temporary period in which you wish to address your workload in order to get it back onto a more credible footing.

What is clear is that recession can bring huge panic with it. What is imperative is that the panic is allowed to subside so that sensible level of work and life balance can be achieved. It may be for some that this is a period where their workload will increase, but in turn the relationships must not be sacrificed as a consequence, which is what is currently occurring.

If your partner appears to be suffering from RAS at work it is imperative that you do not place any more pressure upon them than they are already under because this will only accentuate and exacerbate their fears since their confidence is being attacked from all sides. Complaining that they have no time for you or the family will lead to a more acute anxiety cycle.

It is because this is such an overwhelmingly frequent pattern of behaviour that is leading to relationship breakdown that I felt it imperative to speak out at this time. I hope that I can draw attention to the difficulties that some people are facing and a general appeal to employers.

They must understand in their turmoil, that by putting too much pressure on their own employees who remain in work, that they can be building a powder keg for the future. If as an employer, you start to see the signs in your staff expressing employment overload, then it is in your best interests to try to communicate with your staff to instil a sense of calm instead of panic.

If circumstances are such that overload cannot be avoided, staff must be made to feel confident enough to work in that environment to avoid long term mistakes that will come back and haunt you and your company for a long time to come.

Furthermore the families of your staff will be thankful that your approach has assisted their relationship rather than causing its demise.

If you have any family law enquiries please contact us on 02083 432 998 or complete the enquiry form online.

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