Strategic restructures that are legally compliant and fair to your team.
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.
Restructure and redundancy is the process of changing how a business is organised when roles are no longer needed, consulting affected employees, exploring alternatives, applying fair selection criteria and paying correct entitlements so the change is genuine and defensible. It’s one function of HR Advisory within your People Hub , part of a connected back office.
Common problems we solve
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
Here's what you receive
Restructure Case Statement
Clear, documented business case for the restructure, explaining the need, timeline, roles affected, and alternatives considered.
Consultation Framework
Consultation plan outlining who will be consulted, when, what information will be shared, and how feedback will be considered.
Selection Criteria
Fair, documented selection criteria for redundancy (if applicable), applied consistently and avoiding protected attributes.
Redundancy Pay Calculation
Correct calculation of redundancy entitlements, notice period, accrued leave, and final pay for each affected employee.
Communication Templates
Templates for notifying employees, conducting consultation meetings, and communicating restructure outcomes professionally.
Change Management Support
Guidance on managing the human impact of restructure, including outplacement support, reference policy, and managing departures.
How it works
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
How restructure and redundancy works
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
Who this service is ideal 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
Related services to explore
Termination Guidance
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.
Workplace Policies
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.
Dispute Resolution
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.
Frequently asked questions
The short answers are here. For anything else, ask below or get in touch.
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.
Ready to get started with restructure and redundancy?
We can help you implement restructure and redundancy and start seeing results. Talk to an advisor about your specific needs and how this service would fit your business.