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Successfully manage the risks involved in a business restructure, prepare for redundancies and guide employees through the change process.

  • there may be a change in the volume or type of work.
  • you may be buying or merging with a business.
  • your industry may have changed and you need to respond by reshaping your internal operations.

Whatever the reason, there is likely to be the consideration of a business transfer (known as TUPE), possible redundancies or recruitment of new talent.

TUPE stands for Transfer of Undertakings and Protection of Employment, a set of regulations which often result in a complex process.

If you are acquiring, selling or outsourcing a business, conducting a due diligence is critical for your peace of mind and your success.

You have to know what employment liabilities you are potentially taking on.

Think about it like this.  You wouldn’t buy an expensive new vehicle without doing a lot of research into what you were getting for your money. It is the same with business.


Give yourself plenty of time.  Often employment due diligence is not even considered until you are about to sign the deal.

If you take over a company you could be liable for all future payments and legal issues set in motion even before your purchase.  You could be liable if:

  • the Directors who will transfer to you, have been promised bonuses that you know nothing about
  • the company has an undeclared employment tribunal claim underway
  • there is an ongoing dispute with staff regarding back-dated holiday pay

Do your homework, or appoint someone who knows how to run a good due diligence process for you.

Redundancies often accompany a restructure. If an employee has worked for you for more than one year and fifty one weeks, then they are due statutory compensation for redundancy at the very least.

They can also bring a claim in an employment tribunal for unfair redundancy dismissal.


How HR savvy can help

From start to finish, we will guide you through the correct procedures to create the optimum outcome for your business. We deliver our advice in plain English, so you feel more in control of the process.

When we are involved from the outset, we will help you build the strongest case possible, by making sure your restructuring documentation is flawless.

We will deliver on-site HR support at formal meetings and advise you of your best options in more complex cases.  

We will treat your case specifically on its own merits, taking into account your particular business environment and your desired results.  You will feel confident that we are on your side ensuring you make optimal decisions every step of the way.


For more information on how to engage our services, view the Pay As You Go and Annual Support Packages pages.

Tracy Green
Tracey Murphy
Managing Director
01772 600228
Ready for a conversation?

Frequently asked Questions

Q. What are the main steps to complete a company restructure?
A. To answer this question, we will assume that you have worked through your options and you are now ready to go public with your proposals for change. Step 1 Plan your communicatio...
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Q. What are the risks I need to consider when restructuring?
A. Restructuring your business possesses risks that vary with its’ size, scope and complexity. The main risks are doing things that could result in unfair dismissal claims or claim...
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Q. What is a redundancy going to cost me?
A. Providing your Contracts of Employment do not allow for any enhanced redundancy pay, then you are dealing with statutory redundancy pay.  Statutory compensation is due when an em...
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"I wouldn't hesitate to use them again or recommend them to anyone going through a restructure as it's all too easy to unwittingly trip yourself up, upsetting the staff and creating a legal headache for yourself. A very worthwhile investment."

Nick Thompson, Blundells Hardware, Longton
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