A beginner’s guide to change and transition

So what is it?

The umbrella of Change and Transition covers a wide-range of issues in the workplace, but will often include things like workforce planning, company restructure, redundancies and TUPE.

Workforce planning

In the broadest sense, workforce planning means making sure that companies have access to an employee talent pool that will ensure business success. There are many ways this can be achieved, including psychometric testing that can find gaps or surplus in certain skillsets – in individual teams as well as the wider company –planning the way a workforce is organised for best results including analysing management structures, providing training and development to nurture skills, and going about recruitment and retention with the same analytical approach.


Company restructure

Companies could be restructuring for a huge variety of reasons, whether that’s an increase in demand for their product or service meaning more employees are taken on, a structure which at present is not fit for purpose or is inefficient, or a drop in demand or absorption with/takeover of another organisation, resulting in redundancies or TUPE considerations (below).



Unfortunately redundancies are a very real possibility for employers and their staff, and there are certain rules set out by the Employment Rights Act of 1996 that must be followed in the event workers have to be made redundant.

The basic rules on pay-outs are that employees are entitled to a week’s wages for every year worked over 2 years if aged between 22 and 40, 1.5 week’s pay of over 40, and 0.5 week’s pay if under 22. There are also procedural things to remember, so for example when only a section of the workforce will be being made redundant, employees aren’t allowed to simply choose who stays through personal preference.

Our blog on the top 10 redundancy handling tips here has more information on redundancy and key points employers should remember.



TUPE, which stands for the catchy ‘Transfer of Undertakings {Protection of Employment)’, is a part of UK labour law which protects employees whose business is being transferred to another business. TUPE has three basic aims, which are to ensure:

–          Employees aren’t dismissed from their position as a direct result of the transfer, unless there is a business justification for doing so.


–          Employee’s contract terms and conditions aren’t worsened either before or after the transfer, and as a result of the transfer, again unless there is a business justification for doing so.


–          Employees who will be affected by the transfer are notified and consulted through a representative.


In the following video, solicitor Rachel O’Connell discusses some of the issues surrounding TUPE law:




How does this affect my company?

Aside from the legal requirements surrounding redundancy and TUPE procedures, there is also the positive effect that company restructure and workforce planning can have on things like productivity and employee wellbeing. Making sure that your employees are working well together, as well as using their skills to fullest is not only great for business but good for employees.


Why organic hr?

Bringing in an outside party like organic hr ensures that any legally required facets of change and transition are adhered to, as well as ensuring that they are done objectively and fairly and our commitment to ethical practices means that our outsourced HR pricing structure is both transparent and fair. Something which we know is very important for start-up and small businesses.


We want these guides to be as helpful and informative as possible, so if you’ve got any questions about the post or employee relations, feel free to leave a comment and we’ll do our best to help!

 Alternatively, if you’d like to speak to use about our services, give us a call on 01422 399535 or email us at team@organichr.co.uk.

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