Employment Law · European Union
Manage Workforce Restructuring Without the Legal Exposure
Redundancies, reorganisations and business transfers touch some of the strictest employment protections in Europe — and the rules for consultation, notice and compensation differ in every country. We match you, free of charge, with an employment lawyer who handles restructuring and can keep the process fair, compliant and defensible.
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- Lawyers across the EU & EEA
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Who this is for
Restructuring is a people decision with serious legal consequences
Workforce restructuring covers the legal side of reorganising a business — collective redundancies, changes to terms and conditions, site closures, and the transfer of employees when a business or part of it changes hands. For employers it is a high-stakes process: European countries impose strict rules on consultation with employee representatives, fair selection criteria, notice periods and severance, and the obligations vary significantly from one jurisdiction to the next. Getting the process wrong can invalidate dismissals, trigger reinstatement claims, or expose the business to substantial awards. For employees, restructuring raises questions about whether their redundancy is fair, whether their pay or role can be changed, and what rights transfer with them to a new employer. We match both sides with employment lawyers who specialise in restructuring, so the process is handled correctly, fairly, and in line with the law of the relevant country.
Why restructuring goes wrong
Restructuring plans are drawn up quickly.
The legal obligations are rarely that simple.
Consultation, selection and severance rules vary by country — and a rushed or unfair process can undo the very savings it was meant to create.
Skipped or flawed consultation
Many European countries require formal consultation with employee representatives before collective redundancies, with specific information and timing rules. Getting this wrong can render dismissals unfair and expose the business to claims.
Unfair selection or discrimination
Redundancy selection must be based on fair, objective criteria and must not discriminate on protected grounds. A flawed selection process invites challenges that can be costly and time-consuming to defend.
Wrong notice and severance
Statutory notice periods and severance entitlements differ sharply across Europe, and getting the calculation wrong — or misclassifying the dismissal — can lead to underpayment, disputes and legal claims.
What you get
A lawyer who keeps restructuring fair and defensible
We match you with employment lawyers who regularly handle restructuring and redundancy across Europe.
Compliant process design
Your lawyer maps the correct consultation, notification and selection steps for your jurisdiction, so the restructuring is carried out in the right order and stands up to later scrutiny.
Fair selection criteria
Get clear, practical guidance on objective and non-discriminatory selection methods, and how to document them properly, significantly reducing the risk of unfair-dismissal or discrimination claims.
Notice & severance accuracy
Receive precise calculations of statutory notice, severance and any contractual entitlements for each affected employee, so no one is underpaid and nothing important is missed.
Employee rights on transfer
Whether you are an employer transferring staff or an employee being transferred, understand how rights, terms and continuity of employment are protected under the applicable rules.
Coverage
Workforce restructuring lawyers across Europe
Restructuring rules are set nationally, so the right lawyer works with the specific country where your business or employees are based. We match cases across the following and beyond:
Frequently asked
Workforce restructuring — common questions
When do collective consultation rules apply?
Most European countries require collective consultation when a redundancy programme reaches a certain number of employees within a set period. The thresholds and process vary by country, so a lawyer can confirm whether your plans trigger the obligation and how to comply.
How do I choose who is made redundant fairly?
Selection should be based on objective, transparent criteria applied consistently, and must not discriminate on protected grounds. A lawyer can help you design and document a fair selection process that reduces the risk of challenge.
What notice and severance must I pay?
Statutory notice periods and severance entitlements differ significantly across Europe, and contractual terms can add to them. A lawyer can calculate the correct amounts for each affected employee in your jurisdiction.
What happens to employees when a business is transferred?
Under the rules that apply in most European countries, employees’ terms and continuity of employment generally transfer to the new employer, with specific protections around dismissal and consultation. The details vary by country, so advice is essential.
Can an employee challenge a redundancy as unfair?
Yes. An employee who believes the selection, consultation or procedure was unfair or discriminatory can bring a claim, which may result in compensation or reinstatement. Getting the process right from the start is the best protection.
Can a lawyer help employees facing restructuring?
Yes. A lawyer can review whether your redundancy or change of terms is fair, advise on your notice, severance and transferred rights, and represent you in negotiating a settlement or pursuing a claim if needed.
Free case review
Restructure on solid legal ground, whichever side you’re on
Tell us the countries and employees involved, and we’ll connect you with an employment lawyer who handles restructuring every day — free of charge, with no obligation to hire.