We support organisations planning a reduction in employee numbers following an acquisition/merger, or as part of a cost reduction, efficiency, or rationalisation programme.
This may include managing consultation for multiple redundancies across different locations at different times and for different groups of employees. We can plan and deliver all aspects of this project, drafting documentation, advising and supporting managers, and engaging employees in a compassionate and robust process.
A transfer of employees between businesses requires not only compliance with the relevant legislation (TUPE) but a comprehensive approach to the impact on staff and the organisation. If you are receiving employees, due diligence, benefits, policies and contractual entitlements will be key and a successful onboarding and integration fundamental to the success of the project.
You may also be required to engage in a redundancy process which will require careful time and process management. If you are transferring employees to another organisation, legal compliance remains essential, employees transferring require information and support and there may be impending restructures for the staff remaining.
At ibex gale we can manage all aspects of this process for you.
Changes to terms and conditions of employment to comply with a legal requirement or to implement changes to contractual requirements will often trigger obligations to provide information to employees ahead of any change and engage in a legally compliant consultation process with all those impacted.
We can draft required documentation to communicate proposed changes, manage consultation obligations, and provide support with the implementation of any change.
Changing organisational structures can arise due to a number of situations for example following a TUPE transfer, a redundancy situation or because of other more positive factors such as the growth of the business and the need to make the organisation more agile and fit for purpose as a result.
These restructures can take the form of splitting organisations or teams, merging teams or roles, redistributing activities or realigning reporting lines, creating or removing roles to fit with the overall strategic goals of the business.
Employee restructures not only result in legal implications such as consultation and information obligations, changes to terms and conditions, benefit considerations but they also have a cultural impact. As with any change project, restructuring can be an unsettling time for employees. We can assist you in designing and implementing your restructuring projects in a compassionate and constructive manner, minimising risk and potential disruption for both your business and the workforce.
In all Change Projects there is the need to consider the impact these will have on an organisation’s culture. As well as the effect change has on employees’ well-being and morale there can be specific culture issues that will need to be addressed. For example, you may be dealing with a TUPE situation bringing two sets of employees from different organisations together; careful consideration will be needed as to how best to blend these two cultures so they can work effectively together or whether the new employees need to be aligned to the organisation’s existing culture. You may be going through a restructuring process which may also entail a repositioning of the culture within a team. Our Organisational Culture experts can provide practical and compassionate solutions to these issues and they work closely with our Change team to deliver these as part of your overall project. To find out more please see our Organisational Culture page.
Alternatively, you may have recently undertaken a culture review and as a result recommendations have been made to consider the need for a strategic change project, such as an employee restructuring exercise, or review and implementation of employee terms and conditions or benefits. Our Change team can assist you with the next stage of your cultural transformation projects and how best to implement these recommended change activities in a structured, thoughtful and compassionate way.
Employee Bargaining or collective bargaining as it is sometimes known as, usually takes place between an employer and a trade union. However, it can also take place between an employer and an employee representation body (as such a works council or a staff side association body). Employee Bargaining usually focuses on negotiations relating to employee terms and conditions with compensation and benefits being the most commonly negotiated items. However, it can also cover issues around training and support and workplace conditions.
There are a number of stages to bargaining of this kind which can be challenging and time consuming to navigate. There are also significant consequences for not managing these processes effectively, not least employee disengagement, breakdown in negotiations and interruption to business activities
We can help you with these bargaining situations, providing advice and guidance on each stage of the process, assisting you to actively engage with staff representatives and achieve an outcome that is commercially suitable for all.
You can complete the form here and we will be in touch, or alternatively contact one of our team directly.
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