When you run a business and have staff, you may find that you wish to restructure your company. If so, this could affect your employees’ roles, potentially leaving them without jobs. As a result, it is essential that you follow the appropriate processes to terminate your employees. This article will explain some legal aspects of redundancies during restructuring for small business owners.<\/p>\n\n\n\n
If you restructure your business, this means that you make changes to your company in terms of either the:<\/p>\n\n\n\n
Restructuring could be beneficial, as it may allow your business to operate more efficiently and plan well for the future. However, it can also include cutting out activities not aligning with your future commercial goals. Therefore, you may need to make redundancies when you restructure your business. <\/p>\n\n\n\n
Redundancy involves dismissing employees to reduce your workforce. For example, if your business restructuring includes using labour-saving technology, some of your employees’ job roles are no longer required.<\/p>\n<\/div>\n\n\n\n
Before making your employees redundant<\/a>, you should ensure that there is no alternative action you can take that would result in them retaining their role or another job at your business. For example, you could consider:\u00a0<\/p>\n\n\n\n\n