Restructuring Policy & Procedure - August 2026
In this section
- 1. Introduction
- 2. Scope
- 3. Roles & Responsibilities
- 4. Employees
- 5. Human Resources
- 6. Change
- 7. Planning and Preparation
- 8. Consultation
- 9. Consultation During a Phased Restructure
- 10. Implementation – Filling New Posts in the New Structure
- 11. Process Review
- 12. Period of Adjustment
- 13. Temporary and Fixed Term Employees
- 14. Seconded Employees
- 15. Support
- 16. Excess Travel
- 17. Ensuring Equality of Opportunity
- Appendix A - Restructure Project Plan Template
- Appendix B - Consultation Letter
- Appendix C - Consideration for Post Letter
- Appendix D - Assessment of Compatibility Pro-Forma
- Appendix E - Confirm in Post - Offer Letter
- Appendix F - Confirm in Post - Invitation to Interview
- Appendix G - Unsuccessful Letter
- Appendix H - Notification to Staff of New Posts
- Appendix I - Expression of Interest in New Post - Supporting Statement
11. Process Review
If an employee feels they have been wrongly allocated a post or unfairly discounted from assessment for a particular position in the new structure, they may request a review of that decision. The letter should state their grounds and detailed reasons behind these.
The review will be undertaken by the Departmental Director (or a nominated appropriate officer, albeit not the officer leading or sponsoring the project), supported by a HR Business Partner.
The review will consider whether all appropriate and accurate information was considered in making the decision, and whether due process was followed.
The request for review must be submitted within seven calendar days of receipt of notification of which posts the employee was, or was not, assessed for.
If an employee is a requesting a process review on the basis that they have been selected for redundancy, please refer to the Authority’s Redundancy Policy. The outcome of this review is final in respect of the process.