EMPLOYMENT LAW

Workforce planning - avoiding risk and unintended consequences

As organisations review their future employee needs this often involves a range of options intended to minimise impacts on employees. However, employers need to think carefully about the medium and long term effects of some of these options on the impact of the business.

We will look at issues that need to be considered when the following is part of workforce planning:

  • Voluntary redundancy and exit incentives
  • Career breaks
  • Fixed term contracts
  • Redeployment
  • Re – hiring
  • Furlough extensions
  • Maternity leave considerations
  • Dealing with the notice period – working notice v PILON v Garden leave

We highlight some of the risks and unintended consequences of the changes you may be planning to enable you to make informed decisions before going live with your proposals.

About the authors


about the author img

Simon Bellm

Partner

Specialist in intricate employee relations and structural change matters and offering expertise in TUPE issues.
about the author img

Abigail Maino

Partner

Employment specialist providing commercially focussed support and strategic advice to businesses and senior executives.
about the author img

Rebecca Thornley-Gibson

Partner

Specialist in contract and policy frameworks, employee relations, employment tribunal litigation and senior executive terms and exits.

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