Business Change and Restructuring | Employer Guides
Guidance on the HR implications of business change: restructuring, mergers, acquisitions, redundancies and reorganisations.
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ERA 2025 Updated
Bolton, Manchester, North WestBusiness change is where HR complexity peaks. Restructuring, mergers, redundancies and reorganisations all carry significant legal obligations. Get them wrong and the cost multiplies quickly.
Choose Your Scenario
Select the scenario that matches your situation for step-by-step guidance tailored to UK employment law.
Restructuring Your Business
How to restructure roles, teams and departments while managing the legal and people implications.
Read Full Guide+ 1 more scenarios
Collective Redundancy
Your consultation obligations when making 20 or more employees redundant.
Read GuideTUPE: Receiving Transferring Employees
Your obligations when employees transfer into your business.
Read GuideTUPE: Employees Transferring Out
Your obligations when employees transfer to another employer.
Read GuideMergers and Acquisitions
HR due diligence and people integration during M&A transactions.
Read GuideOffice Relocation
Managing the employment law implications of moving your workplace.
Read GuideChange Management: The Legal Framework
Every significant business change has HR and employment law implications. Redundancy, TUPE, consultation obligations, contract variations: all must be handled correctly.
The cost of getting it wrong is not just financial. Poor change management damages trust, destroys morale and drives your best people out the door.
ERA 2025: What Changes for Business Restructuring
Maximum protective award for failing to consult on redundancies doubles from 90 to 180 days’ pay.
Shorter qualifying periods and uncapped awards mean every restructuring decision carries more risk.
DaisyHR supports North West employers through every type of business change.
Read our full ERA 2025 guideFrequently Asked Questions
When you propose to dismiss 20 or more employees at one establishment within a 90-day period. You must consult for at least 30 days (45 days for 100+ redundancies).
The Transfer of Undertakings (Protection of Employment) Regulations protect employees when a business or service transfers from one employer to another.
Only in very limited circumstances. Changes connected to the transfer itself are generally void unless there is an economic, technical or organisational reason.
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Business change advice for employers across Bolton, Manchester and the wider North West. · Last reviewed: March 2026