Restructuring your workforce without the legal pitfalls

What every employer should plan before consultation begins — the thresholds that catch businesses out, and how to protect morale and reputation while you do it

"Restructuring is rarely just a numbers exercise. Long before you announce a single change, the legal framework around collective consultation, selection criteria and notice periods shapes what you can do and how quickly you can do it. Getting the sequence right is the difference between a smooth transition and a tribunal claim.", "The threshold that catches most businesses out is the 20-employee mark. Where you propose to make 20 or more redundancies at one establishment within a 90-day period, collective consultation obligations are triggered — with minimum consultation periods that cannot be shortcut, however urgent the commercial pressure feels.", "Selection is the next pressure point. Your criteria must be objective, measurable and applied consistently, and you should be able to evidence how each score was reached. Vague or retrofitted scoring is the single most common reason a fair redundancy becomes an unfair dismissal.", "Finally, never underestimate the human side. Clear, honest communication protects morale and reputation just as much as it reduces legal risk. We help you plan the process end to end so the business keeps moving and your people are treated with the respect they deserve."