Obligations to inform and consult with trade unions or elected representatives arise in a number of different scenarios and failure to do so can give rise to costly claims against your organisation. The rights of your staff, both individually and collectively, have to be addressed.
Improperly managed redundancy situations can pose risks to the reputation of your business as well as the financial risks posed by any ensuing Employment Tribunal litigation.
We understand that business evolution inevitably involves change in the workplace. This might include altering employees' roles, working patterns or even place of work. It might involve revised pay structures, integration on a merger, or redundancy in a downsizing context.
At Furley Page, we can help you manage change by offering expert and practical guidance in line with your legal obligations. We can support your organisation through the consultation process with trade unions or elected representatives.
Our aim is to assist you in making commercial decisions which are supported, not clouded, by legal input.
We have vast experience in advising on change in the workplace from redundancies affecting a small number, to advising on collective consultation. We make it our mission to understand the business decision behind changes and work tirelessly to seek the desired outcomes.