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
3. Roles & Responsibilities
Managers
Communicate, communicate, and communicate;
Have a responsibility to ensure that all employees are fully involved in the change process;
Ensure early engagement with your Lead/HR Business Partner, Lead Business Partner (H&S) and Accountant via a ‘planning meeting’ especially when it is evident that the proposed change may affect employees;
Engage with the recognised trade unions at the outset of the process;
Engage with Learning and Development to identify any potential skills development or additional leadership support to support the transition process;
Include those employees who are absent from the workplace for any reason e.g. sickness, maternity leave or those staff on secondment, and make reasonable adjustments to ensure equality of access to all parts of the process;
Consider whether the proposal requires any ‘political sign off’, e.g. Executive Board – where restructure plans impact on service delivery to the public;
Ensure that a robust record of the process is maintained and clear communications are issued to all relevant members of staff in a timely manner;
Consider your change leadership style. What’s appropriate may depend on the magnitude of the change.