Workforce and organisational change
Redundancy, Restructuring & TUPE
Structured legal and practical support for redundancies, workforce reorganisations, employee transfers and business transactions.
How we can assist
Workforce restructuring calls for a clear business rationale and a process that is both legally sound and practical to implement. We advise employers on individual redundancies, collective redundancy programmes, reorganisations and employee transfer issues.
Our role includes developing the procedural documents that allow a change programme to proceed in an orderly way. These may include consultation step plans, selection matrices, employee-facing FAQs, briefing notes and letters, as well as advice at the key decision points.
Where a business acquisition, disposal or outsourcing may involve the Transfer of Undertakings (TUPE) regulations, we can assess whether a relevant transfer arises and advise on the resulting employee information, consultation and employment issues.
Our work includes
- Individual redundancy. Advice on genuine redundancy situations, fair selection, procedural steps and appropriate employee communications.
- Collective redundancy. Planning and management of larger programmes, including consultation, notification and timing issues.
- Consultation frameworks. Step-by-step plans, consultation scripts, management briefings and meeting records.
- Selection criteria and matrices. Assistance with objective criteria, selection scoring and fair, consistent assessment.
- Employee-facing documentation. Frequently asked questions (FAQs), presentations, letters, consultation packs and clear explanations of proposed change.
- Severance and settlement. Advice on redundancy terms, negotiated exits, settlement agreements and dispute risk.
- TUPE applicability assessments. Assessing whether an asset transaction, outsourcing or other business change may constitute a relevant transfer.
- TUPE implementation. Advice on affected employees, transfer-related terms, information and consultation obligations.
- Post-restructure risk. Support with employee grievances, appeals, dismissals or claims arising after implementation.
Practical support, from start to finish
We can work alongside an employer’s HR, finance and corporate transaction teams so that employment issues are considered early rather than left until the final stage of a commercial project.
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