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
5. Human Resources
“HR’s role in the ‘effective management of change’ is the top skill requirement for the future.” CIPD.
Ensure that all approved ‘restructure documents and guidance are current, relevant, and accessible to all managers and employees and signpost as appropriate;
Engage with service managers to support them in formulating the proposals for change, and the restructuring strategy which includes advice on realistic timescales, any associated risks of the proposed change, and an agreed action plan to move the change forward;
Support the engagement of, and consultation with staff and trade unions, as and where appropriate;
Realise the ‘change’ on the relevant HR systems to ensure the integrity of workforce information.