Redundancies, restructuring and insolvency
Inflation and other cost increases are causing businesses to consider cuts and changes to their workforce to remain competitive.
No employer wants to make redundancies but if this an option on the table for your business, our inbrief guide to redundancies explains how to run a fair redundancy process, and our inbrief guide to collective redundancies explains the additional requirements if you are making 20 or more redundancies at one establishment over 90 days.
We have an experienced team available to provide comprehensive legal and HR support in the UK, Ireland and Hong Kong, as well as internationally through our alliance with Ius Laboris. In addition to our team of specialist employment lawyers, we can leverage our team of HR consultants to support meetings and assist trade union and worker representative body negotiations. To find out how we can support you with redundancy and restructuring matters, please visit our service page.
Reducing business costs - alternatives to redundancy12 September 2022
When businesses run into financial difficulties and need to reduce costs, the knee-jerk reaction is often to consider the scope for job cuts. But redundancies are not a cheap option and, if mistakes are made in the way redundancies are handled, further costs may be incurred on account of tribunal claims.
Redundancy in a remote working world31 August 2022
Remote first, remote only, hybrid working, employers of record…these arrangements are fast becoming normal especially as employers have competed for global talent over the past 18 months and sought to grow despite the great resignation. As the global economy continues to change, what happens if you now need to make redundancies in a remote working world?
Collective redundancies06 July 2022
Most employers are aware of the procedures that have to be followed when making someone redundant (or their job, to be more precise). If you’d like a reminder, see our Inbrief on Redundancy.
Redundancy21 June 2022
This Inbrief looks at how employers can minimise the risk of legal claims when dismissing employees by reason of redundancy. The starting point is making sure that there is a genuine redundancy situation. The crucial thing then is to follow a reasonable procedure, including consulting the affected employees, applying a fair selection process and considering alternative employment. Finally, those dismissed should be given their correct redundancy pay.
Restructuring the workplace post Covid-19 - FAQs for employers25 February 2022
As the furlough scheme has now ended, some employers are focused on cost-saving measures in the face of ongoing economic challenges.
I’m still standing - should employers set up a standing body for collective consultation?10 March 2021
Employers may have to contemplate difficult decisions as they look ahead to the lasting effects of the pandemic, including potentially making redundancies. This article discusses whether now might be an opportune time for employers with no recognised trade union to set up a standing body for collective consultation purposes.
Collective redundancy consultation – do you need to look back before moving forward?02 December 2020
A recent European Court of Justice ruling suggests that employers should look at a “rolling” 90-day period when ascertaining whether collective redundancy consultation is required. While this has potentially significant implications, the end of the Brexit transition period may limit its fallout.