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Employment Law

Redundancy and restructuring

When it comes to redundancies and restructures it is vital to follow the correct procedure and involve a fair process. Being clear from the outset of what you hope to achieve and why is essential.

To ensure you follow the correct procedures, it is advisable to take legal advice from specialist redundancy or restructure solicitor when considering making any redundancies or restructures.

If you are thinking of making redundancies in your organisation we have put together a fixed fee Employer Redundancy Pack designed to offer you essential and easy to understand advice to ensure that you follow a fair and lawful redundancy process, minimising the risk to your business.


What is redundancy?

Redundancy has a specific legal definition. It’s where your requirements for someone to do particular work, or to do it in particular location, have ceased or diminished or will do so. A slightly wider definition applies for the purposes of establishing whether you need to collectively consult with employees.


What is a restructure?

Restructures don’t have a specific legal definition but cover any situation where you want to change the structure of your team. While many of the specific requirements that apply to redundancies don’t apply, it is generally sensible to follow a similar process.


Our redundancy and restructure advice for employers

In both cases you should follow a fair process which can entail appropriate consultation, considering pools for selection and fair selection criteria and giving employees an opportunity to challenge your proposals. Our bespoke advice on redundancies and restructures includes:

  • Planning and making redundancies
  • Downsizing, expanding or restructuring your business
  • Changing the roles of individuals within departments or terms
  • Re-locating staff
  • Revising or updating employment terms and conditions

Employer Redundancy Pack


Redundancies during Coronavirus

We understand the financial difficulties facing your business at this unprecedented time. If you are concerned about cashflow and what will happen after the Coronavirus Job Retention Scheme comes to an end you may be thinking about making redundancies.

It is your choice whether to make redundancies, although the availability of furlough may be one factor that is considered if an unfair dismissal challenge is brought. You should therefore ensure that you have a good reason for dismissing an employee and follow a fair process. You will also need to pay statutory redundancy pay to those employees with more than 2 years’ service who are made redundant. The process is considerably more complex if 20 or more employees are at risk of losing their jobs in the same place and you should consider seeking legal advice. 


Employment law that works for you

As dedicated employment law solicitors we have built a strong reputation, with clients often commenting on our ‘exceptional’ service and commitment to going the extra mile. Working with you to understand your needs and creating bespoke advice in a cost-effective manner.

We are recognised by leading legal directory, The Legal 500, which notes in particular our ‘strong track record for contentious work’ and the work of Stephen Jennings, our head of team, delivering clear results.



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