Telephone: 01792 209160

Managing Change

Managing Change

Whether you are planning a major reorganisation or a few changes to working practices, we can work with you to plan the process to ensure as smooth a transition as possible.

Changes to contracts of employment

Businesses need to respond to changes quickly and efficiently, and from time to time this means making changes that affect terms of employment. Introducing contractual change can be daunting, but careful planning and good communication will result in a better experience for everyone.

Some examples of changes that affect terms of employment are:

  • Hours of work
  • Rates of pay
  • Re-location, or other change in place of work
  • Transfers of undertakings (TUPE transfers)
  • Redundancies
  • Restructures, or other significant changes in duties

Introducing new ways of working

Not all changes to working practices are contractual, but introducing new ways of working still needs to be managed carefully. We can work with you to develop and deliver workshops so that your people understand why changes need to be made, how they are affected, and what their role is in supporting the transition.

Some examples of changes could be:

  • Introducing a new time and attendance system
  • Developing a performance management or appraisal procedure

Project Management

For significant or complex changes a formal project management approach may be required. If you think this is what you need, please call Christine, who is a qualified PRINCE2 Practitioner, to arrange a time to discuss your particular requirements.

Case studies

Closure and relocation of a care home with nursing

A residential care home with nursing was closed and replaced with a modern nursing home and purpose built supported living bungalows, so that residents could be better supported both in their home and in the community. This was a significant project that included formal consultation with a team of over 70 people who worked at the care home, resulting in changes to terms and conditions of employment, new working hours and redundancies in some departments.

What we did

We arranged for the election of employee representatives, negotiated criteria for selective redundancies, held regular consultation meetings, and facilitated individual meetings with everyone who was affected by the change.

TUPE transfer

A successful tender to provide a service meant that a team of 15 people were automatically transferred to a new employer.

What we did

We contacted the previous employer to ensure that all the relevant ‘due diligence’ information was provided and met with the people who were transferring as part of the consultation process. We set up meetings and provided support both before and after the transfer so that the people affected were quickly integrated into their employment with the new provider.

Contact Details

Tel: 01792 209160

Or complete the enquiry form on our contact page

Useful Links