Change projects - ibex gale
Redundancy, Transfer of employees, and strategic change.

Commercially focused, yet compassionate, change projects.

We manage change projects from planning through all stages of consultation and implementation to conclusion and transition.


The projects we undertake may typically involve a reduction in employee numbers, or a transfer under TUPE, often following an acquisition/merger or are part of a cost reduction/rationalisation programme. We also work with organisations to implement changes to structure, ways of working and employment terms and conditions resulting from strategic plans or to comply with legal requirements.


We have a proven track record of success, from global companies requiring large scale redundancy projects, to businesses requiring support at discrete stages. Our substantial Change team’s unique blend of employment law expertise, people management experience and project management skills enables us to deliver a robust, legally compliant process on time and on budget.


We understand that managing change with compassion is good for an organisation’s brand, culture and business. Successful change projects are not just about process, compliance and timescales. We strive to minimise employee impact and distress for all those involved by putting compassion and support at the heart of our approach.


Poppy Jenkins heads up our Change Projects work, supported by Kate Woosnam, so please get in touch with Poppy in the first instance if you would like a confidential discussion.



Frequently Asked Questions
Change Projects cover a variety of changes that impact workplaces and employees – such as changes to employee terms and conditions, redundancies, and transfer of employees (TUPE).
A change project could be considered for many reasons in many different circumstances. For example, the ownership of a business has changed and you may wish to make changes to processes or policies. The business environment and sector may have changed (such as supply chain issues, reduced or increased sales) and therefore a headcount or staffing review is necessary. You may have received feedback from staff about your organisational culture that you want to make changes to and are considering ways to improve staff morale such as a new benefits model.

Whatever the reasons or the change project being considered, ibex gale can provide practical and commercial advice on the options. We can deliver a successful project that ensures compliance with legal obligations whilst minimising the impact on employees and the business.
Redundancy is essentially where you:

(a) close your business;
(b) close a workplace; or
(c) need fewer employees to do a certain type of work, or to work in a certain place.

As part of a redundancy process, employers should consult their employees on the redundancy, explaining the reason for the redundancies, any steps that have or could be taken to reduce the impact of the redundancy situation, and if there are any available alternative roles that employees can be redeployed into.

Depending on the number of employees being impacted there may be further consultation obligations for employers.
We support organisations planning a reduction in employee numbers following an acquisition/merger, or as part of a cost reduction, efficiency, or rationalisation programme. This may include managing and delivering consultation for multiple redundancies across different locations at different times and for different groups of employees.

We can plan and deliver all aspects of this project from start to finish, including drafting documentation, advising, and supporting managers and engaging employees in a compassionate and robust consultation process.
A ‘transfer of employees’ (sometimes referred to as a ‘TUPE transfer’) is the moving of an employee or multiple employees, to a new employer as a result of an organisation (or part of one) being transferred from one employer to another, or when a service is transferred to a new provider.
TUPE stands for Transfer of Undertakings (Protection of Employment). It is often used as an acronym for situations when employees transfer from one employer to another, when an organisation (or part of one) is transferred from one employer to another OR when a service is transferred to a new provider (such as outsourcing a service).

The TUPE regulations protect your rights as an employee when you transfer to a new employer. It gives you as an employee protection from dismissal immediately before or after a TUPE transfer when the reason is related to the transfer itself. It also provided you as employee with protection in terms of your role, pay and benefits. TUPE sets out information and consultation obligations for both the outgoing and incoming employer. We can support organisations in managing TUPE transfers, including planning consultation and communications with employees, managing due diligence, drafting documentation and ensuring that any transfer is as seamless as possible for all affected.
A change to terms and conditions means any changes to contractual requirements. This might be anything from changes to job descriptions to implementing new employee benefits. The changes may be necessary to comply with legal requirements or as part of a strategic business need.

Changes to terms and conditions of employment will often trigger obligations to provide information to employees ahead of any change and engage in a consultation process with all those impacted. We can provide support with the implementation of any change such as drafting required documentation to communicate proposed changes, manage consultation obligations, and provide support to managers and employees during the change process.
Poppy Jenkins our Co-Founder and Director heads up our Change service area, alongside Kate Woosnam, Associate. Working with them is a large team of experienced professionals who are former employment lawyers and ER professionals.
• We work with our clients to ensure we understand their business in order to develop a comprehensive project plan;

• We assign a Project Lead who is responsible for the day-to-day running of the project, ensuring that milestones and deliverables are met. The Project Lead liaises with the Project Team and with the client, providing regular progress updates at agreed intervals. By having this regular communication we can ensure that the quality of service and delivery of the project plan is on track, but we can also adjust the project plan if there have been any changes to ensure we remain agile;

• We operate a supervision system, whereby a Supervisor is assigned to all projects to support the team members carrying out the work, and to monitor quality of service and delivery against timescales;

• We also obtain feedback from our clients on the quality of work that we have produced and their experience of working with us. We use that feedback proactively to both benchmark the quality of the work that we produce and develop and enhance our service offering. 

Please visit our Contact Us page and a member of our team will be in touch to help.