Redundancy and restructuring
Reorganising your workforce lawfully, with the consultation done properly.
How we can help
- Establishing whether there is a genuine redundancy situation
- Designing fair, objective and defensible selection criteria
- Planning individual and collective consultation to the right timescales
- Advising on suitable alternative employment obligations
- Calculating redundancy pay, notice and accrued holiday correctly
- Preparing the letters and scripts for each stage
What happens next
- Tell us the commercial rationale, the roles affected and your intended timescale.
- We map the process, the consultation requirements and the realistic timeline.
- We support you through each stage and draft the documentation.
Fees for this work
Fixed fee for process design and documentation, quoted once we know the scale. Larger collective consultations are quoted individually.
Common questions
How long does consultation take?
Individual consultation has no fixed minimum but must be meaningful. Where twenty or more roles are at risk at one establishment, collective consultation obligations apply with statutory minimum periods that increase with numbers. Build the timescale around the legal requirement, not the other way round.
Can we select on performance?
Objective, evidenced criteria can include performance, but subjective scoring applied after the decision has effectively been made is the most common reason redundancy dismissals are found unfair. The criteria need to exist, and be applied, before you know who they will select.
What if someone is on maternity leave?
Their position is protected and they have enhanced rights to any suitable alternative vacancy ahead of other candidates. Getting this wrong risks an automatically unfair dismissal and a discrimination claim. Take advice specifically on it.
Do we have to offer alternative roles?
You must consider suitable alternative employment across the business, including in group companies where relevant. Failing to look is a common procedural failing that turns a genuine redundancy into an unfair dismissal.
Tell us what's happened
Confidential, reviewed by a solicitor, answered within one working day.