Support on Change at Watershed

Legal rigour in times of organisational transformation

Change is a constant in business. Whether prompted by strategic acquisition, operational restructuring or commercial pressure, these transitions demand not only decisive leadership but also careful legal execution.



Watershed stands at the intersection of legal expertise and organisational acumen, offering clients practical, high-quality support through the most sensitive phases of transformation.


Our work is distinguished not only by technical excellence, but by the calm, assured manner in which we help employers navigate risk, preserve reputation and deliver lasting outcomes. We are not distant advisors; we embed ourselves where needed, coordinate across teams, and ensure change programmes are not only legally compliant but commercially viable.

Change with consequences

From boardroom decisions to factory-floor consultations, every organisational change has employment law implications. We support employers at every stage, whether reviewing contractual risks pre-acquisition, coordinating collective redundancy processes, advising on TUPE obligations, or managing trade union engagement.


Watershed clients include some of the UK’s most complex employers: large-scale care providers, manufacturing giants, multinationals and high-growth businesses facing rapid transformation.

Our support is grounded in law but shaped by commercial reality. We move quickly, communicate clearly, and protect our clients’ interests with precision and integrity.

Beyond advice. On-the-ground delivery

In major reorganisations or mass redundancies, what organisations often lack is not strategic intent, but delivery capacity. Internal HR teams are overstretched. Managers are reluctant or underprepared. Timelines are tight. That’s where Watershed makes the difference.


We can, if needed, go beyond drafting documents or checking compliance. When required, we assemble and lead on-the-ground teams, comprising experienced HR consultants and legal professionals, to manage consultations, prepare paperwork, field questions, and keep programmes moving.



This operational support enables our clients to act decisively while freeing internal teams to continue business as usual.


In one recent engagement, we coordinated over 600 individual consultation meetings within a two-week window, ensuring a swift, lawful redundancy process that minimised disruption and upheld employee dignity. It’s this rare blend of strategic oversight and delivery muscle that defines our approach.

Legal clarity in complex restructures

Not all reorganisations involve job losses. Some are growth-led, others aimed at better aligning responsibilities, redrawing reporting lines, or creating new leadership layers. These shifts often raise questions: Are they contractual changes or new roles entirely? Can duties be reallocated without triggering redundancy? What constitutes a demotion?


We advise on the full legal landscape of structural change, including contract variation, role redefinition, consultation obligations, and reputational risk. We also ensure senior executive contracts offer sufficient flexibility to evolve roles without creating future disputes.


Where needed, we work in partnership with Collinson Grant to bring a joined-up view across employment law and organisational design, aligning spans and layers, governance structures and legal frameworks.

Due diligence with depth

In corporate transactions, employment issues are often an afterthought. But we know they matter, to valuation, to integration, to long-term success. That’s why our clients, even when using large multi-service firms, routinely ask us to lead or supplement the employment due diligence process.


We deliver focused, comparative reports that highlight material risks and contractual anomalies, often reviewing target employment terms against the client’s own.



We also undertake post-acquisition reviews and, in some cases, in-person audits to reconcile paper findings with workplace realities: culture, grievances, management practices and employee sentiment.

Navigating union relationships

Where trade unions are involved, organisational change carries additional complexity. We support clients across the spectrum, from negotiating pay and grading structures, to advising on recognition or derecognition applications, to managing collective consultations under redundancy or TUPE scenarios.


Our experience spans both public and private sectors. We’ve helped employers establish new terms for spin-out commercial ventures, advised on union access rights under forthcoming legislation, and supported peaceful renegotiation of terms under tight deadlines. The approach is always pragmatic, legally robust, and tailored to the specific industrial context.