Whether driven by financial pressures, operational efficiencies, mergers, or technological change, workforce restructuring is a critical business decision. Poorly handled redundancies can lead to:
We work with employers to ensure every step is legally sound and strategically aligned with your business goals.
Redundancy Planning & Legal Compliance
Restructuring Support
Employee Communication & Risk Management
Why Choose Us?
We help you manage change with confidence - protecting your business while treating employees fairly.
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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Thomas Flavell & Sons Ltd is authorised and regulated by the Solicitors Regulation Authority (SRA ID: 620030) · Registered Company in England & Wales. Registered address Church Walk, Hinckley LE10 1DN. Company No: 08882394 · VAT Reg. No: 207 0095 44. We would like to make you aware of the Online Dispute Resolution website for advice on resolving online disputes. If we refer to the term 'partner' or 'member' at any time during your matter this means a 'Director' of the company. A list of Directors is available at the registered address.
