Structural reorganisation can mean a multitude of things for a business. From succession planning, mergers and acquisitions to redundancies and navigating TUPE regulations; one thing is a constant in each situation - it’s vital that you get it right.
Business change & reorganisation
Changes could take place for any number of reasons, at any time in your business’ lifecycle, and we’re here to support you through it all. Establishing a solid reorganisation strategy is key to ensuring any changes go smoothly and to keep your employees informed. Alternatively, if your business is structured as a limited liability partnership (LLP), this may call for regular succession planning, mapping out the next generation of your business’ partners.
Our team can support you throughout any organisational changes, including:
- Advising on the situation before redundancy action is decided
- Establishing and implementing a reorganisation strategy
- Communicating restructuring plans to employees
- Partner succession planning
- Business continuity
TUPE
If you merge with or acquire another business, then TUPE must form a crucial part of the reorganisation process. Referring to the Transfer of Undertakings Protection of Employment rights, TUPE is a law protecting employees when their employment
transfers to another business.
TUPE regulations are tricky to navigate, and can change quite
frequently – our team can help you to:
- Decide whether TUPE applies to the specific case
- Carry out TUPE consultations with employees
- Organise employee liability information
Redundancy
Unfortunately, you may encounter times when redundancy is the only viable option to cut costs and maintain your business. Our team will work alongside you to ensure that every aspect of the redundancy process is carried out fairly and compliantly with employment law.
This includes:
- Advising on the situation before redundancy action is decided
- Implementing a well-structured redundancy plan to minimise disruption to workflow
- Support in communicating redundancies
- Calculating appropriate redundancy packages
- Dealing with appeals against redundancies