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
6. Change
In order that the Authority can adapt to changing requirements, there will need to be periodic changes to roles, responsibilities and/or working practices. Flexibility is key and employees are expected to accept reasonable changes which may include change of job title, reporting lines, and relatively minor changes to job profiles. Communication and dialogue with the employees concerned in such circumstances is essential and employees must have the opportunity to express their views and make suggestions. There should be reasonable (relative to the extent of the proposal) notice of any changes, and as far as is practicable, support to adapt to the new way of working. Dependent on the scale of the planned change there may be a requirement to undertake a statutory period of consultation.
Change can take many forms:
A) Change can take the form of a ‘variation of contract’ due to changes required in the delivery of services, reduction in services, efficiency savings and other requirements. Changes to contracts of employment cannot take place without the agreement of the employee. Your HR Business Partner can provide advice on how to deal with this process and also the steps to take in the event that an employee refuses the change.
B) Change can take the form of a ‘Transfer of Undertakings (Protection of employment)’ (TUPE). A “TUPE transfer” is a transfer of a business to which the Regulations apply. The Regulations protect employees when the ownership of the business for which they work changes hands by providing that their contracts of employment transfer automatically to the new employer. The Regulations apply when the whole or part of an employer’s business or undertaking is transferred as a going concern to another employer. They also apply to a "service provision change" where a contract for the performance of a function is outsourced, brought back in-house or transferred to a new contractor. A service provision change occurs where:
A service that has previously been carried out by the client is contracted out to a third party;
A contract to provide a service is awarded to a different contractor following tendering; or
A service that has previously been carried out by a contractor is brought back in-house by the client.
Further advice in relation to TUPE can be obtained from your HR Business Partner.
Change can take the form of potential ‘Redundancy’ (please refer to Redundancy Process). A redundancy arises when employees are dismissed because the employer has ceased or intends to cease to carry on the business for the purposes of which the employee was employed or in the place where the employee was employed or the requirements of the business for employees to carry out work of a particular kind or in the place where they were employed, has ceased or diminished or are expected to cease or diminish. Further advice in relation to redundancy can be obtained from your HR Business Partner.