Workforce Restructuring

Today’s fast paced business environment requires us as business owners to constantly consider what resources we need in order to deliver the best goods and services to our clients.

In doing this, we ensure better profits, and the sustainable future of our business.

Often the most significant part of the “resources” is us – humans.

What happens when our business needs to pivot, adapt, or change?

What happens when our business loses a big contract or client, adopts a new technology, merges, acquires another business, or needs to reduce costs in order to be profitable?

Restructuring your workforce is a major workplace change. It involves a process of identifying your current needs and resources, and then what your new needs and resources will be. Once that happens, an existing role may no longer be required to be performed by anyone. Or a new role may absorb the duties of 2 existing roles. Any way you look at it, an existing role is going to be made redundant. You need to consider redeployment amongst ALL of your associated entities.

The process of instituting a major workplace change, or workforce restructure, is governed by law (the Fair Work Act), as well as application industry Awards, and Workplace/Employment Agreements. The Courts have interpreted these things to provide guidance as to what is, and what is not, a genuine redundancy. This is the gap between the law and you.

Getting it wrong can lead to claims for unfair dismissal, adverse action/breach of the general protections, discrimination, workplace injuries, or unlawful termination.

Getting it right reduces those risks. Getting it right is simple with a call to ALG.

Contact the team at ALG to obtain accurate and up to date advice on how you can effectively institute a major workplace change.