Companies operating in some countries are required in certain circumstances (forced layoffs), to consider the social aspect of who they make redundant.
So people that have children, or are disabled, or older, or anyone who may have difficultly finding a job and losing their job would bring hardship (especially to vulnerable dependents of the employee) are required legally to grade each employee on a social risk scale and make those who are most mobile and independent redundant as a priority.
As you might guess, companies therefore try to avoid such programs in favor of voluntary redundancy, in the hope that such employees will take the payout.
These kind of programs (when enforced) tend to push out the young, driven, hungry, innovative employees in the company.
It means that the voluntary redundancy packages offered by companies need to be attractive, so for the employee it provides them with safeguards that they can feel secure in their jobs and their lives.
In the end it’s a balancing act between consideration for the human, versus pure unbridled entrepreneurship.
This is not the case in Spotifys country. It is first in last out. You can get around it by creating a team and letting the whole team go or if they have been given multiple warnings without improvement.
