Restructuring, Redundancy and TUPE

Change, handled with confidence

Business change is inevitable. But the legal, operational and human consequences of that change require careful management.

Whether you are restructuring for efficiency, navigating a redundancy programme or handling a TUPE transfer, Watershed provides the legal strategy and practical support to get it right.

Our clients come to us early, often before any announcements have been made, to plan their approach, assess risk, and prepare for the detail.

We work behind the scenes to ensure every step is defensible, every communication is considered, and every decision is aligned with the law and the organisation’s objectives.

Redundancy. More than a process

Redundancy is never just a procedural matter. It involves real people, real anxieties, and real reputational risk. Getting the paperwork right is essential, but so is tone, timing and messaging.

We support clients across all stages of the redundancy process:

Scoping and business case preparation
Collective and individual consultation
Selection criteria and scoring moderation
Communication plans and managerial briefings
Appeals, alternatives, and notice management

Whether the project involves a handful of roles or several hundred, our focus is on legal clarity, procedural fairness, and organisational stability.

Restructuring and reorganisation

Not all change involves redundancy. Mergers, integrations, shifts in reporting lines or the reallocation of responsibilities can be just as complex, legally and operationally.

We advise on:

Changes to job descriptions, roles and reporting structures
Variation of terms and the limits of contractual flexibility
Employee engagement and consultation strategy
Managing resistance or refusals to accept new arrangements

Many of our clients involve us at board level, not only to safeguard the legal aspects of change, but to sense-check strategic decisions before they are implemented.

TUPE Transfers. A legal minefield

The Transfer of Undertakings (Protection of Employment) Regulations (TUPE) are among the most technical and error-prone areas of employment law.   Failure to comply can lead to automatic unfair dismissal claims, liability transfers, and deep employee mistrust.
We guide clients through:

Scoping whether TUPE applies (and to whom)
Pre-transfer due diligence and liability mapping
Employee liability information (ELI) obligations
Consultation and information processes
Post-transfer integration issues and cultural alignment

Whether acting for the transferor or transferee, we work discreetly and precisely to avoid disruption and protect continuity.

Commercial focus, human lens

All restructuring work sits at the junction of law, leadership and people. We bring a legal lens to commercial decisions, and a commercial lens to legal obligations.   We also ensure that the emotional temperature is considered.
Our advice goes beyond statutory steps. We help clients:

Anticipate workforce reactions
Reduce conflict through clear, lawful communications
Prepare managers for difficult conversations
Protect internal trust while achieving strategic outcomes

Connected to Collinson Grant

As part of our close relationship with management consultancy Collinson Grant, we often work in tandem with consultants driving strategic or operational change. Where Collinson Grant advises on business transformation, we implement the employment law structures to make that change sustainable, lawful and deliverable.

This integrated approach means clients benefit from:

Joined-up thinking across legal and operational dimensions
A single line of sight from strategic intent to practical execution
Fewer silos, less duplication, and greater clarity in change delivery

Why clients choose Watershed

We act for organisations going through significant change, from private equity-backed turnarounds to large-scale public sector reconfigurations. Our clients value our ability to: