Redundancy and Restructuring

Whether it’s a redundancy or a restructure exercise, we will successfully manage the risks involved and guide you through the process step by step.

If you’re making 20 or more employees redundant within any 90-day period at a single establishment we will advise on the collective consultation process required.

If you’re making fewer than 20 redundancies, there are no set rules to follow but it’s good practice to fully consult employees as an employment tribunal may decide  you’ve dismissed your staff unfairly if you don’t.

Either way, we have a comprehensive understanding of the law, we know what’s best practice and we can advise on the risks associated with failing to adhere to these.

A restructure may be because of a TUPE transfer “Transfer of Undertakings (Protection of Employment) Regulations 2006” as amended by the “Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014. 

It can be a complex process. We can provide detailed advice on the differing TUPE transfers and what it means to the outgoing and incoming employer.

Often employers agree to a transfer before carrying out the necessary due diligence to highlight the true impact the transfer will have on their business. It is critical you know the employment liabilities you’re potentially taking on.