Comprehensive support for business restructures, role redundancies, and organisational changes. We guide you through consultation, fair selection, redundancy pay, and communication to minimise disputes and manage change fairly.
The Challenge
You announce redundancies without prior consultation, creating surprise and resentment
Selection criteria are vague or applied inconsistently, creating perceptions of unfairness
You don't explore alternatives (redeployment, retraining, role-sharing) before finalising redundancies
Consultation is rushed or one-sided, not genuinely considering employee input
You don't calculate redundancy pay correctly or miss accrued entitlements
What's Included
Clear, documented business case for the restructure, explaining the need, timeline, roles affected, and alternatives considered.
Consultation plan outlining who will be consulted, when, what information will be shared, and how feedback will be considered.
Fair, documented selection criteria for redundancy (if applicable), applied consistently and avoiding protected attributes.
Correct calculation of redundancy entitlements, notice period, accrued leave, and final pay for each affected employee.
Templates for notifying employees, conducting consultation meetings, and communicating restructure outcomes professionally.
Guidance on managing the human impact of restructure, including outplacement support, reference policy, and managing departures.
Why It Matters
Restructures and redundancies are challenging people management issues because they involve change, uncertainty, and dismissals. Fair process is critical. The Fair Work Act says redundancy is a valid reason for dismissal, but only if the process is fair. Fair process means: the business need for the change is genuine; you consult meaningfully with affected employees; you look for alternatives (redeployment, retraining, reductions in hours); if roles must end, selection is fair and documented; and redundancy pay is correct. Many restructures fail because consultation is rushed or superficial, selection criteria aren't clear, or employees feel they weren't genuinely heard. This creates grievances and unfair dismissal claims. A well-managed restructure, even if difficult, maintains morale and demonstrates fairness.
Fair and legally compliant restructure process
Proper consultation with affected employees
Defensible selection criteria for redundancies
Correct redundancy pay and final entitlements
Minimised risk of unfair dismissal claims
Clear communication and change management
The Process
Restructure rationale, timeline, and affected roles identified
Consultation conducted with affected employees and unions (if applicable) about business need, alternatives, and impact
Selection criteria developed and applied fairly if roles are redundant
Employees at risk identified and notified with timeframes for consultation
Alternative roles explored (redeployment, retraining) where possible
Redundancy pay and final entitlements calculated and communicated
Exit process managed professionally, including outplacement support if appropriate
Best For
Businesses undergoing restructure due to business change, merger, or efficiency
Organisations needing to make redundancies and wanting to do so fairly and legally
Growing or shrinking businesses needing to reorganise roles and teams
Owners wanting to manage change professionally while protecting the business legally
Complementary Services
Guidance and support for fair, legally compliant terminations. Whether terminating for performance, misconduct, or redundancy, we ensure the process is fair, properly documented, and defensible under the Fair Work Act.
Comprehensive workplace policies tailored to your business size and industry, covering everything from code of conduct to social media use. All policies comply with the Fair Work Act, your relevant Modern Award, and Australian employment law.
Guidance and support for workplace disputes: unfair dismissal claims, underpayment claims, discrimination claims, and Fair Work Commission procedures. Includes case preparation, evidence gathering, and advocacy support.
FAQ
Yes. Fair Work law and most Modern Awards require consultation with affected employees about the redundancy, alternatives, and impact. Without consultation, redundancies may be found unfair. Consult early and genuinely—not just to inform, but to listen.
Develop clear selection criteria (performance, skills, experience, flexibility) and apply them consistently. Document the criteria and decisions. Avoid selecting based on protected attributes (age, gender, disability, etc.) or matters protected by the Award.
If there are suitable alternative roles available and the employee unreasonably refuses them, redundancy might be justified. But you must offer genuinely suitable alternatives and consult about whether they're acceptable.
Extra care is needed. You can make someone redundant while on parental leave if the role genuinely ends. But you must consult, offer alternatives, and ensure the process is fair. Dismissing based on pregnancy is unlawful.
At least 2-4 weeks for smaller redundancies, longer for larger restructures. The timeline depends on the number affected, complexity, and whether union consultation is needed. Rushed consultation is less likely to be fair.
Can't find the answer you're looking for? Get in touch
We can help you implement restructure and redundancy and start seeing results. Book a consultation to discuss your specific needs and explore how this service can transform your business.