Many employers are considering restructuring as we exit lockdown. This may involve making redundancies, putting people on short-time working, or making other changes to their contracts of employment.
This is unique opportunity to make changes to the structure of a business. Normal employment law rules still apply, but robust decisions can be taken in the circumstances. The priority is to ensure that businesses continue to survive and grow in the new economic climate.
Now is the time to put plans in place to manage the restructuring process. This involves assessing the business needs going forward and looking at how best to meet them. Once this is done, we can begin to look at the steps needed to implement your plans.
This may involve drawing up selection criteria and setting a timeline for consultation. This applies where people may lose their jobs due to redundancy. It also applies where you need to make changes to terms and conditions of employment. For example, if you want to reduce someone’s hours or pay, even temporarily, you must consult with them about this and seek their agreement.
At the end of the day, if the changes are justified, you can make them. It’s important to be 100% clear on why you need to make the changes. You can then set out your business case and explain this to your employees.
If you would like help restructuring your business – whether that’s help drawing up your business case, putting your plans and a timeline in place, deciding on selection criteria or handling difficult conversations with your employees – I am very happy to help.
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