Redundancies & Business Transfers

Many employers are reviewing their costs in the current climate and exploring ways in which these can be reduced.  Headcount is often a target, and redundancies have been high.  Other employers seek to make changes by improving efficiency through structural changes.  Such disruption can be daunting for employees anxious to retain their position within an organisation, and their income.

From our experience of advising employers in this area, we can consider critically any reorganisations, restructurings, redundancy procedures and business transfers (whether or not falling under the TUPE regulations) to explore the appropriateness of the procedure used, the relevant information provided and any related consultation, and any potential claim(s) which an individual may have.  Additionally, we can review the fairness of any selection and consultation process applied in a redundancy situation.  The approach to be taken will invariably depend on whether the employee's objective is to retain employment, seek enhanced terms for departure, preserve professional reputation as a key to future work, or to prepare the basis for effective pursuit of claims.  Each case is different and our approach is tailored accordingly.


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