Restructures and Redundancy

When might my business consider redundancy?

As your business develops and the external environment changes, your business may face the challenging inevitability of needing to reduce its headcount or reorganise the workforce. A business must ensure that it has established a genuine redundancy situation through either:

• The business ceasing or intending to cease or continue; or
• The requirement for employees performing work of a specific type (or at a location where employed) has ceased or diminished

What does an employer have to do in a redundancy situation?

Redundancy and restructuring can be a daunting prospect for UK employers, with businesses needing to adhere to provisions outlined in the Employment Rights Act. Employers are required to meet many obligations during the redundancy process which may include establishing genuine redundancy situations, collective redundancy, informing and consulting, criteria and selection, redundancy payments, considering alternative employment options, voluntary redundancies, and appeals.

What experience does Nockolds HR have?

Our HR consultants are very experienced in supporting business’ with redundancy and restructure situations, and have acted for clients in the following scenarios:

• Carrying our individual consultations
• Carrying out collective consultations
• Supporting relations with unions
• Carrying out changes to T&Cs consultations
• Managing voluntary redundancies and compulsory redundancies
• Developing redundancy criteria and selection methods
• Calculating redundancy pay
• Preparation of formal redundancy documentation and correspondence
• Supporting with business relocations
• Providing redesigned organisational structure options for clients

How can Nockolds HR help?

We can support our clients navigate redundancy and restructuring situations through our professional outsourced HR services. Which includes:

• Redundancy – handling the difficult processes around redundancy in a sensitive and professional manner:
  • Documentation – providing letter templates (notifications, outcome letters) and forms (redundancy payment spreadsheets, selection criteria forms) for businesses
  • Expert advice – providing in-depth advice to support an existing in-house HR resource. To help them navigate the redundancy process and manage scenarios arising
  • Fully managed support – managing the full redundancy process for a business, from payment calculations, to consultation meetings, to advice, to drafting of documentation
• Organisational design and restructuring – reviewing your staffing structure, assessing roles and processes to enhance performance and achievement of organisational objectives
• TUPE (mergers and acquisitions) – please see our related page on Regulatory HR Due Diligence

Legal Support

For larger scale business changes, our Employment Lawyers can support your business with collective redundancies and business restructuring.