Restructuring
& Redundancy

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Expert redundancy & restructuring legal support – Guiding you through change with confidence

Business landscapes are constantly evolving, and organisations must adapt to new, often unexpected circumstances. Unfortunately, this can sometimes lead to redundancies. Our experienced employment lawyers are here to help you navigate the restructuring and redundancy process with clarity and confidence.

As trusted legal advisors to businesses of all sizes, we take a relationship-driven approach, working closely with you to understand your unique circumstances and develop a tailored strategy that fits your unique needs while ensuring those affected are treated with fairness and respect. Whether you need support in forming a redundancy pool or applying the selection criteria in a fair and objective manner, our legal experts will guide you through the whole process.

With a strategic and collaborative approach, our employment lawyers’ partner with you at every stage, minimising risk and helping you to ensure a smooth transition to change – while reducing the likelihood of Employment Tribunal claims.

Let us provide the expertise and support you need to manage restructuring and redundancy with confidence.

Why Choose SE-Solicitors

Understanding

With our belief that relationships really do matter, we’re focused on understanding you and your world more deeply.

Expertise

By harnessing our collective skills, knowledge, and depth of expertise, we support you to manage the unique complexity of your personal and commercial interests in a smarter way.

Insight

Naturally strategic, we’re able to see the bigger picture, solve problems and realise opportunities more effectively.

Agility

Always responsive, with a solutions orientated mindset, we get to the heart of the matter fast, enabling you to reach positive outcomes more quickly.

Get in touch

If you’re an employer considering a workforce restructure or facing the need to make redundancies, our team can help you. You can call us, email us or fill in the form and we will get back to you as quickly as we can.

Our client testimonials

“I worked with Philomena Price on a settlement agreement when made redundant. Her advice and understanding was incredible during what was a stressful time. She gave me the best advice to get through the matter successfully. Amazing support!”
Client 2025
“When you’re seeking legal counsel relating to employment law there’s a decent chance you need someone in your corner who not only gives you excellent legal advice, but also supports and emboldens you to fight for fair treatment from an employer. Philomena is one of those people we gravitate to when we need clarity and certainty. On top of that, her humanity and compassion always left me feeling lighter and more positive as I dealt with a difficult situation.”
Client, 2024
“They have the ability to completely understand their clients business and how best they can support them. A personal approach that makes you feel listened to, and that working with them is a collaboration.”
Client, The Legal 500 2024
“Thank you very much for your help, I really appreciate the support and patience you gave me with the severance agreement. You ensured that the changes needed for me to have confidence with the agreement were in place. I wouldn’t hesitate to recommend you to anyone requiring legal advice.”
S.C. Client, 2024
“Philomena is outstanding. I felt truly supported in my case and that she genuinely had my interests at the forefront of her actions. Thank you Philomena.”
Client, 2024
“The calm friendly professionalism shown by Carol and her support team was excellent.”
Client, 2
“A small employment team well lead by Philomena Price with excellent client following.”
The Legal 500 2023
“From my initial phone call, I was treated with respect, friendliness, and asked questions regarding my employment in a professional way which put me at my ease in an upsetting situation for me. The team always replied to my e-mails, and phone calls promptly. And answered my questions clearly.”
The Legal 500 2023
“I was seeking an expert in employment law and I don’t think I could have found a better one than Philomena Price. She displayed a masterly grasp of her specialisms and the advice she gave me proved invaluable in helping me to secure a successful outcome to my case. I cannot recommend her highly enough.”
Client, The Legal 500 2024
“From my initial phone call, I was treated with respect, friendliness, and asked questions regarding my employment in a professional way which put me at my ease in an upsetting situation for me. The team always replied to my e-mails, and phone calls promptly, and answered my questions clearly.”
Client, The Legal 500 Review 2023
“Philomena Price is an experienced employment lawyer, with specific expertise in food and drinks, and hospitality and leisure sectors. She is hard working, tactically astute and very good with clients, hence the loyalty of her clients. Impressive has been her handling of difficult situations and her skill in negotiating.”
Client, The Legal 500 2024
“Carol understood my position and her advice gave me to confidence to deal with my situation much more firmly than I would have otherwise done. Thank you.”
Client, 2023
“Philomena Price is an excellent lawyer, leads the team well and is strategically superb. She has a good and loyal client following.”
Client, The Legal 500 Review 2023
“A small employment team well lead by Philomena Price with excellent client following.”
Client, The Legal 500 Review 2023
“Carol Shaw is professional yet personable, takes time to understand your queries or concerns, and works with you for the best solutions. The HR breakfasts are a great initiative and allow you to meet with other HR professionals and share thoughts and ideas, guided by Carol.”
Client, The Legal 500 2024
“Our main contact within the Employment team is Carol Shaw. I believe that we would not have had the successful outcomes without the professional help from Carol Shaw, whose knowledge and experience of employment law is outstanding. Carol is super efficient and personable.”
Client, The Legal 500 Review 2023
“Carol Shaw works proactively and is commercially focussed which ensures employment issues are resolved timely and successfully. Carol Shaw is highly knowledgeable and at critical times has always been available to give pragmatic advice by telephone – with other firms this has sometimes been days later in a letter.”
Client, The Legal 500 2024
“Philomena Price is an excellent lawyer, leads the team well and is strategically superb. She has a good and loyal client following.”
The Legal 500 2023
“They have always provided a first class service which is friendly, efficient and professional. My experiences with SE-Solicitors have been excellent and I would highly recommend their services.”
Client, The Legal 500 Review 2023
“Our main contact within the Employment team is Carol Shaw. I believe that we would not have had the successful outcomes without the professional help from Carol Shaw, whose knowledge and experience of employment law is outstanding. Carol is super efficient and personable.”
Client, The Legal 500 Review 2023
“I would never use any other firm. Staff are excellent, helpful and professional but they also have a sense of humour!”
Mr Colin Heaney, Cheltenham
“The two key solicitors (Philomena Price and Carol Shaw) have spent time understanding the culture of our business, and as a result are able to offer advice and guidance which is aligned to our way of thinking.”
Client, The Legal 500 Review 2023
“Carol Shaw gives clear and direct advice which is always pragmatic. Carol is able to anticipate issues before they arise and works on strategy to resolve employment issues, all whilst keeping a commercial outcome in mind.”
The Legal 500 2023
“Carol Shaw gives clear and direct advice which is always pragmatic. Carol is able to anticipate issues before they arise and works on strategy to resolve employment issues, all whilst keeping a commercial outcome in mind.”
Client, The Legal 500 Review 2023
“I have used the firm to advise our company for a number of years and have always found them to be excellent. They provide a service that is friendly and practical while giving complete confidence in their mastery of each situation. I would thoroughly recommend them.”
IMD Media Ltd – Alison Knocker, London
“This is the first time i have used a service like this so was a bit nervous. I needn’t have been as they were really friendly and talked to me in a language that I understood, explaining all the relevant technical jargon. I would definitely use them again.”
Russell Walsh, Brackley, Northamptonshire
“Warm, practical, clear advice, promptly given and repeated to ensure understanding. Would highly recommend SE-Solicitors to anyone needing legal advice.”
Mrs H, Northamptonshire
“It was a pleasure dealing with Carol and her colleagues at SE-Solicitors. In difficult times when we had sensitive HR issues to address we always felt in safe hands, with prompt, sensible advice and plenty of support throughout the process.”
Solihull, Client 2022
“The employment team is highly experienced and can be relied on to provide advice and guidance on a complete range of employment issues. The service is efficient at all times, and the team understands when a matter requires urgency.”
client, The Legal 500 Review 2023

FAQs

Your questions answered. Take a look at some of our frequently asked restructuring and redundancy questions for more information.

What is the difference between redundancy and restructuring?
Generally, redundancy happens when an employer decides to reduce the number of employees, either across the entire business or in a specific location, department, or job role.

Restructuring refers to the process where a business reevaluates and considers altering its operations, either across the entire business or in a specific location, department or job role. These changes could result in redundancies as the company seeks to optimise efficiency and adapt to new demands.

What is the legislation around redundancy in England and Wales?
There is various legislation which effect a redundancy situation. This includes legislation designed to ensure that redundancy selection is fair and free from discrimination. There are special provisions to protect various categories of employees including those who are pregnant, on maternity leave or have recently returned from maternity leave who are at risk of redundancy as well as fixed-term employees.

When employees have two years’ or more service, legislation provides that their dismissal should be fair, otherwise they may have grounds to claim unfair dismissal. Additionally, legislation grants employees a right to receive a statutory redundancy payment if they have at least 2 years’ service.

If an employer proposes 20 or more redundancies at one establishment within a period of 90 days or less, statutory collective consultation is required along with notification to the Secretary of State.

What’s the process if a dismissal is challenged?
Each case depends on its own facts and the process would depend on when the challenge takes place and what the challenge is about. Ultimately, if there is a dispute this could lead to a Tribunal claim(s).
How much notice do I need to give to dismiss an employee?
Employees who are dismissed for redundancy should be given notice of termination.

When an employee has been continuously employed for one month or more, they are entitled to receive a minimum period of notice of termination of employment from their employer. This is known as the statutory minimum notice period. The length of this will depend on their length of service. However, if their contract of employment provides for a longer period of notice, then the contractual notice period will prevail over the statutory minimum notice period.

How long does a redundancy process typically take?”
This depends on the number of employees who are at risk of redundancy and whether collective consultation is required. Where 100 or more redundancies are proposed over a period of 90 days or less at one establishment, consultation must begin at least 45 days before the first dismissal takes effect. For redundancies between 20 and 99 in a 90-day period, the consultation period is at least 30 days. However, the overall redundancy process may take longer, as it may also be necessary to elect employee representatives before consultation begins, and the consultation period itself may need to be extended to ensure so it is meaningful.

If the redundancy process does not fall under the collective redundancy legislation (where 20 or more redundancies are proposed at one establishment within a period of 90 days or less), there is no legally prescribed timescale. However, any consultation must be meaningful to avoid a potential claim of unfair dismissal (if an employee could claim this). Typically, this will take a minimum of 2 weeks, but it could be longer.

Once consultation has been completed then notice of termination will need to be given and this will depend on how much notice an employer is required to give an employee (see answer to the above question).

The contents of this page is a general guide only at the date of publication. It is not comprehensive, and it does not constitute legal advice. Specific legal advice should be sought in relation to the particular facts of a given situation.