Redundancy and Restructuring

Particular Focus on:

Advising on all aspects of redundancies and restructures including:

• What amounts to a redundancy situation at law;
• How to manage a fair redundancy process;
• Avoiding unfair dismissal claims;
• The potential distinction between redundancies and restructures;
• Collective redundancies and the additional obligations faced by an employer who proposes to dismiss 20 or more employees within a 90 day period;
• Consulting with employees and (where appropriate) employee representatives and trade unions;
• When the obligation to consult collectively applies to situations which are not, on the face of it, redundancy situations.  For example, the obligation to consult collectively can apply to proposed changes to employees’ terms and conditions of employment where 20 or more employees are involved;
• What payments employees are entitled to; and
• Enhanced redundancy schemes.

Work with:

We work with employers of all sizes as well as employees.

Projects for the service worked on:

We have advised on numerous  redundancy/restructure situations ranging from one employee being made redundant through to collective redundancy situations involving hundreds of employees.  We have also assisted employers with redundancy matters relating to: 

• Closures of workplace;
• Changing a place of work;
• Changing terms and conditions of employment where the collective redundancy law will apply; and
• Management restructures.