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TUPE, re-organisation and redundancy

Expert legal support for TUPE transfers, business reorganisation and redundancy programmes, helping you manage workforce change with confidence and compliance.

Business change is inevitable but can present significant legal and operational challenges. Whether you are planning a business transfer, re-organisation, or redundancy programme, early strategic legal advice is essential to manage risk and ensure compliance.
At TWM Solicitors, our Employment Law team provides practical, commercially focused advice to help you handle sensitive workforce issues with confidence.

TUPE transfers made simple

The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) can be complex and carry significant legal obligations. We’re here to guide you through every step, including:

  • Assessing whether TUPE applies to your situation
  • Advising on employee liability information and due diligence
  • Meeting consultation obligations and planning communication strategy
  • Managing post-transfer integration and harmonisation.

Our goal is to protect your business while ensuring a smooth transition for employees.

Reorganisation and restructuring

Business reorganisation may be driven by operational efficiency, strategic realignment, or financial pressures. We provide clear advice on:

  • Reviewing employment contracts and job roles
  • Managing changes to terms and conditions
  • Handling relocations, role changes, and redeployments
  • Advising on collective consultation requirements
  • Minimising legal risk and employee relations issues.

Our advice is tailored to your commercial objectives and delivered with sensitivity to the impact on your workforce.

Redundancy advice you can trust

Redundancy is a legally defined process and must be handled carefully to avoid claims for unfair dismissal, discrimination, or protective awards. We guide employers through:

  • Identifying genuine redundancy situations
  • Designing fair and objective selection criteria
  • Conducting individual and collective consultation
  • Reviewing notice periods, redundancy payments, and appeals
  • Advising on alternatives to redundancy (e.g. reduced hours, redeployment).

Where appropriate, we also assist with Settlement Agreements to achieve a clean and final exit for affected employees.

Why choose TWM Solicitors?

Our Employment Law team has extensive experience advising businesses of all sizes and industries. We offer:

  • Strategic, commercially focused advice tailored to your business
  • Support with TUPE, restructuring, and redundancy processes.

Next steps

If your business is undergoing a transfer, restructure or redundancy process, contact our Employment Law team today. We’ll help you manage the legal risks and protect your organisation.

Key Contact

Andrew Peters

Partner and Head of Employment Law

Here’s why you should choose our team

Comprehensive expertise in employment law – from drafting new contracts and day-to-day HR advice to pursuing or defending Employment Tribunal claims.

Partner-led advisory service – providing you with direct access to highly experienced employment law solicitors.

Experienced in advising both employers and employees – our approach enables us to provide holistic and meticulously crafted advice and support.

Pragmatic, bespoke commercial advice – we work hard to find the right solution for you or your business objectives, working to your timescales.

Long-standing client relationships – a substantial amount of our new business stems from client referrals, a testament to the work we undertake.

Industry recognition – proudly hold rankings in The Legal 500 and Chambers and Partners, the industry’s leading independent legal guides.

Meet the team

FAQs

Below are some questions that we are frequently asked by clients who require advice on TUPE, re-organisation and redundancy Law.

TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006) applies when a business or part of a business is transferred to a new owner, or when services are outsourced or brought back in-house. It protects employees by ensuring their terms and conditions transfer with them.

You must inform and, in some cases, consult affected employees or their representatives. You’re also required to provide employee liability information to the incoming employer. We can guide you through the process to ensure compliance and minimise risk.

Changes are only permitted in limited circumstances and must not be solely related to the transfer. Unlawful changes can lead to claims for unfair dismissal or breach of contract. We advise on when and how changes can be lawfully made.

Redundancy must be based on a genuine business need and follow a fair process. This includes identifying roles at risk, applying objective selection criteria, consulting with affected staff, and offering suitable alternatives where possible.

If you propose to dismiss 20 or more employees within a 90-day period, you must carry out collective consultation with employee representatives. Failing to do so can result in a protective award of up to 90 days’ pay per employee (increasing to 180 days in April 2026).

Yes – reorganisation doesn’t always mean redundancy. We can help you explore alternatives such as role changes, redeployment, or contract variation, and advise on how to implement changes lawfully and effectively.

Early legal advice is key. We help employers plan and execute changes with clear documentation, compliant processes, and effective communication – reducing the risk of Employment Tribunal claims and reputational damage.

Please contact us or see our Employment Law pricing page here.

When you contact us, here’s what you can expect:

  • Initial details: we’ll take key information about your business and carry out a conflict check.
  • Onboarding: we’ll request ID documentation for compliance purposes and confirm your authority to act on behalf of the business.
  • Document review: we’ll ask for any relevant documents, such as employment contracts, staff lists, and internal policies.
  • Confidential consultation: once onboarding is complete, we’ll arrange a call or meeting to review your situation, explain your options, and agree a clear plan of action.

Our aim is to make the process as straightforward and stress-free as possible, giving you confidence that your matter is in safe hands.

Contact the team

Here’s how to get in touch if you have any questions at all or would like to speak to us about your enquiry. Please complete the form below and one of our experts will get in touch to discuss how we can help.

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What our clients say...

“They had a good handle on the practical implications for our business and risks we needed to consider.”

Chambers UK 2026 Guide

“They were excellent in every aspect of my dealings with them.”

Chambers UK 2026 Guide

TWM have handled complex and sophisticated matters for our business in a very capable manner.

Chambers UK 2026 Guide

“The practice gave a very fast response to my initial enquiry and an efficient and personable service that was responsive to the needs of our company.”

The Legal 500 - 2024

“TWM was highly recommended to me to assist in an employment dispute. They provided clinical objective legal advice, with the decisions ultimately coming down to me.”

The Legal 500 - 2024

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