Why Redundancy and Restructuring Matter
Whether driven by financial pressures, operational efficiencies, mergers, or technological change, workforce restructuring is a critical business decision. Poorly handled redundancies can lead to:
- Tribunal claims for unfair dismissal or discrimination
- Damage to employee morale and reputation
- Breaches of employment law and costly penalties
We work with employers to ensure every step is legally sound and strategically aligned with your business goals.
Our Services for Employers
Redundancy Planning & Legal Compliance
- Assessing business justification for redundancy
- Identifying roles at risk and alternatives to redundancy
- Ensuring compliance with the Employment Rights Act 1996
- Managing individual and collective consultation processes
- Advising on fair selection criteria and avoiding discrimination
Restructuring Support
- Departmental or company-wide reorganisations
- Site closures, relocations, and business transfers
- TUPE advice for mergers and acquisitions
- Executive-level exits and board restructuring
- Strategic planning with HR and leadership teams
Employee Communication & Risk Management
- Drafting redundancy letters and consultation documents
- Supporting internal communications and staff engagement
- Handling grievances and appeals
- Minimising reputational and legal risks
Why Choose Us?
- Specialist employment law expertise
- Practical, business-focused advice
- Support across all sectors and organisation sizes
- Fixed-fee and retainer options available
- Experience in domestic and cross-border restructuring
We help you manage change with confidence - protecting your business while treating employees fairly.
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Frequently Asked Questions
We aim to make employment law as simple and stress-free as possible. Alongside our personal guidance, our FAQ section answers common questions that may arise in relation to employment law.
A genuine redundancy occurs when a role is no longer needed due to business closure, reduced demand, restructuring, or relocation. It must be based on legitimate business reasons.
Yes. Employers must carry out individual consultation and, if 20 or more redundancies are proposed within 90 days, collective consultation with employee representatives or trade unions.
Selection should be based on objective criteria such as skills, performance, attendance, or qualifications. Avoid criteria that could be discriminatory (e.g. age, disability, gender).
Notice periods depend on the employee’s length of service and contract terms. Statutory minimums range from one week (for 1–2 years’ service) to 12 weeks (for 12+ years).
Employees with 2 or more years’ continuous service are entitled to statutory redundancy pay, calculated based on age, length of service, and weekly pay. Enhanced pay may apply under contract or policy.
Yes. Restructuring may involve role changes, redeployment, or revised reporting lines. However, if roles are removed or significantly altered, redundancy may still apply.
TUPE (Transfer of Undertakings Protection of Employment) applies when a business or service is transferred to a new employer. Employees’ terms and conditions are protected, and dismissals may be automatically unfair.
Risks include claims for unfair dismissal, discrimination, failure to consult, and breach of contract. These can result in tribunal awards, reputational damage, and legal costs.
Yes. Settlement agreements can be used to resolve disputes or offer enhanced terms. They must be voluntary and legally compliant, with independent legal advice provided to the employee.
Absolutely. Legal advice ensures your process is compliant, fair, and strategically sound—reducing risk and supporting business continuity.
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Enquiry Form
Fill out the form below and we’ll be in touch to book an appointment for you. Or feel free to call us directly - Hinckley office: 01455 610747 or Leamington office: 01926 887700.
