Business change is often necessary for growth, efficiency and competitiveness. Whether your business is restructuring, downsizing, merging or acquiring another business, navigating the employment law implications requires careful planning.
We specialise in supporting employers through redundancy processes, organisational re‑structures and TUPE transfers, ensuring compliance with legal obligations while achieving commercial objectives.
Managing redundancy processes
Redundancy situations can arise when:
- A business closes or relocates
- There is a reduced need for employees to do certain work
- Technology or operational changes make roles unnecessary
- Cost saving measures require workforce reductions.
A fair redundancy process protects your business from legal risk and helps maintain morale during challenging times.
We support employers with:
- Identifying genuine redundancy situations
- Planning and managing consultation processes
- Drafting communications and documentation
- Selection criteria and scoring
- Managing pools for selection
- Supporting employees through notice and termination
- Mitigating risk of unfair dismissal or discrimination claims.
Our approach ensures your redundancy process is fair, transparent and legally compliant.
Re‑organisation and restructuring
Restructures may be necessary to improve efficiency, reshape teams, respond to market demands or integrate new functions. These changes often involve:
- Altered job roles or reporting lines
- Changes to terms and conditions
- Team mergers or role redesigns
- Introduction of new working models.
We work closely with employers to:
- Identify legal risks and plan the restructure
- Consult with affected employees
- Implement changes to roles and responsibilities
- Manage changes to contractual terms
- Handle redeployment and selection processes
- Ensure compliance with employment law and best practice.
Effective planning and communication minimise disruption and support a positive transition.
TUPE transfers
Protecting your business during change
The Transfer of Undertakings (Protection of Employment) Regulations 2006 (“TUPE”) apply when a business or service transfers to a new provider. TUPE can be complex, and getting it wrong can lead to significant liability.
TUPE applies in situations such as:
- Mergers and acquisitions
- Outsourcing or insourcing of services
- Re‑tendering of contracts
- Buying or selling a business or part of a business.
We advise employers on all aspects of TUPE, including:
- Identifying whether TUPE applies
- Informing and consulting with affected employees
- Managing employee liability information (ELI)
- Handling objections, redundancies and reorganisations after transfer
- Managing terms, conditions and collective agreements
- Avoiding automatic unfair dismissal claims.
Our expertise helps employers navigate TUPE with confidence and clarity.
Avoiding legal risks during business change
Incorrectly handled redundancies, restructures or TUPE transfers can expose employers to:
- Unfair dismissal claims
- Discrimination allegations
- Protective awards for failure to consult
- Breach of contract claims
- Employee relations issues and damage to workplace culture.
Our team ensures every step is taken in line with employment law, consultation requirements and practical business needs.
Find out more about the team
