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
15. Support
Planned change within the Authority happens constantly. As employees of the Authority, we may be affected by change in a number of ways, depending on what the change is, our involvement, experiences and impact on us.
Wherever possible ensure acceptable outcomes for employees through this process, it is important that they are supported at the various stages they face.
Employees and managers can access information on the Authority’s intranet on a whole range of tools and tips for supporting staff through change that they may benefit from using or can share with colleagues.
Should any concerns for an employee’s health and well-being become apparent at any point in the process, early intervention is key. The opportunity to access appropriate support services via the Occupational Health and Wellbeing Service should be discussed with the employee concerned.