05 Apr
Location
Online event
Time
9:00am - 10:00am
Price
Free

Restructuring the Workforce

As the Government reigns in its support schemes for businesses, companies will need to look at more sustainable business structures to weather the economic uncertainty ahead. The recent widespread supply chain issues and growing inflationary pressures in the economy demonstrates how essential it is for businesses to prepare for market disruption. An effective reorganisation of the workforce can prepare businesses be more robust as more stable times still seem distant.

A clear planning and consultation process is important when considering redundancies. Failure to adequately consult the workforce in a redundancy process can result in employees bringing unfair dismissal claims. The consequences of this can be far-reaching, including the financial cost of defending a claim and reputational damage to the company.

This briefing, held by David Sheppard, will be a timely refresher event, reflecting on effective business planning and managing risks in the new financial year. It will highlight how to collectively consult employees before a redundancy process and arrange effective workforce protection against adverse economic effects. A reorganized and revitalized workforce can help combat the post-pandemic economic climate, and this lecture aims to prepare businesses for the year ahead.

Who should attend?

  • HR Directors
  • HR personnel
  • Senior Management

What will be included in the session?

  • Restructuring which results in a reduction in head count through redundancies,
  • The redundancy rights of employees,
  • Key considerations when making a redundancy pool, running a fair selection process, and redundancy bumping,
  • The extra protection for individuals on maternity leave,
  • TUPE transfers,
  • A reflection on providing collective consultation during redundancy.

What does the law say about

  • A fair redundancy process,
  • The extent of the duty to find suitable alternative employment,
  • Employee rights in a TUPE transfer.

What can you do in practice?

  • How to hold out individual consultation with employees?
  • How to collectively consult a workforce before making redundancies?
  • Can employers use the “special circumstances” defence to failure to consult about collective redundancies?
  • Can we reduce pay for employees but require them to work the same hours?
  • What if an employee refuses to agree to the proposed change?
  • Deciding who to make redundant in the team.