Restructuring & TUPE
Restructuring is the process of reorganising a company’s structure, operations, or strategy to improve efficiency or adapt to changes. This can involve merging departments, downsizing, or shifting business focus. If restructuring involves transferring employees to another company, or bringing employees into your organisation through a merger or acquisition, the Transfer of Undertakings (Protection of Employment) regulations, or TUPE, come into play.
TUPE protects employees’ rights during transfers, ensuring their terms and conditions of employment remain intact.
Our Expertise
We can guide your organisation through the restructuring process, starting with a thorough assessment to identify areas that need improvement or realignment. Whether it involves adjusting team structures, merging functions, or optimising operations, Albany HR ensures that changes are strategic and efficient.
If TUPE regulations apply, we manage the smooth transfer of affected employees while safeguarding their rights. With our expertise in planning, communication, and legal compliance, we help ensure minimal disruption and a seamless transition for your business.
How Albany HR Can Help with Supporting a Restructure
Guiding the Restructuring Process
Providing Tools and Resources
Establishing Procedures for a Smooth Restructure
Providing Ongoing Support and Evaluation
Our Services
HR Packages
When you choose a HR package, our HR Consultants become your trusted partner delivering ongoing support. Our first step is to conduct an HR audit. We then work with you to create a future-thinking people plan. Your policies and procedures are fine-tuned, and we work collaboratively and proactively on your people plan throughout the year.
HR Project Support
Sometimes you reach a change point, or your existing HR structures are at their limits, and you would like targeted support where and when you need it. We help you deal with complex, and often time-consuming, people challenges, allowing you to focus on what your business needs to grow and what you need for peace of mind.
HR Document Support
Your policies, employment contracts, and employee handbook are essential to help your employees understand who you are and set the right expectations. Whether you’re a start-up, a growing business, or your documents need a refresh, we supply easy-to-understand documents that engage your employees, reflect your values and ensure you’re legally compliant.
“We are extremely pleased with the exceptional service delivered by Albany HR who have assisted Victim Support Scotland with HR interim support and project work – notably implementing our new HR system. At each stage, our consultants have taken the time to understand us, our culture, and what is important to us to deliver tailored support to our organisation.”
FAQs
How can organisations communicate restructuring plans effectively to minimise uncertainty and resistance among employees? 
Organisations should communicate restructuring plans clearly and early, explaining the reasons behind changes and how they will benefit both the business and employees. Offering avenues for employee feedback and maintaining regular updates can help minimise uncertainty and resistance.
What strategies can be used to support employees through the transition during a restructuring process?
During restructuring, companies can support employees by being as transparent as possible and engaging with them either collectively or individually as early as possible too, providing clear timelines, and offering redeployment or retraining opportunities. Keeping communication open and providing advice and support on retraining or redeployment opportunities will also be helpful.
How should companies assess the impact of restructuring on their business operations and employee morale?
Companies can assess the impact of restructuring through metrics such as operational efficiency, turnover rates, and employee engagement surveys. Regular check-ins with staff and monitoring productivity levels provide insights into how morale and performance are being affected.
What are common pitfalls in restructuring, and how can they be avoided?
Common pitfalls in restructuring include poor communication and lack of transparency, subjective selection criteria and unclear role definitions. These can be avoided by planning thoroughly, involving staff in the process, and being open and honest throughout, ensuring a smoother transition and less disruption. In a TUPE situation its important to consider any differences in company culture to make planning and communication effective.
