Category: Redundancy, Restructures & Change
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Reorganisations, restructurings and other major changes
When your business reaches a new stage in its development, you may need to change the way it is organised. For example, as you come to the end of the start-up phase and begin to focus on developing the business, you may need to create a formal structure so that the business is better positioned to achieve…
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Working with non-union representatives
All employers communicate with their employees in some way. However, there are some situations when the law requires this communication to take place. Where a trade union is recognised for collective bargaining purposes, employers will usually fulfil these statutory obligations through trade union representatives. However, in non-unionised organisations or in organisations where there are some…
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Inform and consult your employees
If you employ people you’ll need to communicate with them to exchange views and ideas, and to issue and receive instructions. In certain situations you are legally required to inform and consult employees. Successful consultation and information-sharing between you and your employees is also critical to your business’ success. Benefits of making your employees feel involved and…
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Responsibilities to employees if you buy or sell a business
Under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), when all or part of a business is bought or sold or there is a service provision change, the terms and conditions of the employees who transfer in the sale are preserved. In other words, in almost all cases, the new employer cannot change…