Downsizing? Upsizing? Transferring employees? Getting advice when making changes to your workforce can make the difference between seizing an opportunity now and creating a significant legal issue for the future.
No matter the size of your organisation, there is value in planning your restructure from an employment law perspective.
A delicate approach is often required to avoid creating (sometimes irreversible) issues during the restructure process. Issues with employee morale, productivity and legal compliance commonly arise when restructuring. Carefully executing the restructure can allow you to make changes to your workforce with confidence.
In our experience, many businesses operate from a sub-optimal structure. A restructure is an ideal juncture to rectify legacy issues and to establish a more ideal structure for the future.
Approach
Restructures present opportunities and challenges. Get it wrong and not only will your current team be potentially dissatisfied, but you may also expose yourself to legal risk. This is at the forefront of our minds when assisting employers with restructures.
Our approach is to:
- provide you with a clear and transparent quote;
- review the structure of your current workforce;
- work with you to understand your objectives for the restructure;
- advise you on the potential opportunities and risks for the restructure; and
- implement your desired solution in a methodical manner.
We tailor our approach based on the workforce size, the potential risk of claims and the relevant industry.
