People strategy & change
Connect your people plans to where the organisation is going. Turn a complex change into a practical programme with clear roles, priorities and communication.
What you can commission
- People strategy and workforce planning
- Organisation design and role clarity
- Restructuring and consultation support
- Change planning and stakeholder engagement
What the work can deliver
We agree the final outputs in your brief. Depending on the assignment, these can include:
- A people strategy linked to business priorities
- An agreed organisation or workforce design
- A practical change and communication plan
- Milestones, responsibilities and measures of progress
Questions employers ask.
Short, sourced answers on the issues that most often lead to this kind of work.
All answers- What are the rules on redundancy consultation?Employers should consult every affected employee before deciding on redundancies. If 20 or more redundancies are proposed at one establishment within 90 days, collective consultation with representatives must begin at least 30 days (45 days for 100 or more) before the first dismissal, and form HR1 must be submitted. Failure can lead to a protective award of up to 180 days' pay per employee.
- What does TUPE mean for employers?When a business or service transfers to a new employer, TUPE usually moves the assigned employees across automatically on their existing terms, with continuous service and the old employer's liabilities. Both employers must inform and consult representatives, the old employer must pass on employee information at least 4 weeks before transfer, and dismissals because of the transfer are automatically unfair.
- What are the new rules on fire and rehire?From March 2027 (expected, subject to Parliament), dismissing an employee for refusing a change to core terms such as pay, hours, pensions, leave or certain shift patterns will be automatically unfair, unless the employer meets a narrow financial difficulties exemption. Dismissing employees to replace them with non-employees doing substantially the same work will also be automatically unfair in most cases.
- What is changing under the Employment Rights Act 2025, and when?The Employment Rights Act 2025 is being brought in by phases. Day-one paternity and parental leave, sick pay changes and six-month tribunal time limits already apply. Next come the stronger harassment duties on 30 October 2026, a six-month unfair dismissal qualifying period from 1 January 2027 and fire and rehire protections in March 2027. Future dates remain subject to Parliament.
- Do employers need a hybrid working policy?No law requires a standalone hybrid working policy, but Acas says employers should have one. It helps managers handle requests consistently under the statutory flexible working rules, explains how hybrid arrangements work, and links to health and safety, data protection and contract terms. Flexible working changes under the Employment Rights Act 2025 are expected in October 2027.
- What do the 2026–27 trade union changes mean for employers?The Employment Rights Act 2025 makes recognition and industrial action easier for unions. Several changes already apply, including 10 days' notice of industrial action and simpler recognition. From 30 October 2026 unions gain a statutory right to request workplace access, and from 1 January 2027 employers must tell workers they have the right to join a union. Future dates remain subject to Parliament.
What tribunals are seeing
Tribunal tracker- Redundancy
- 130 decisions
- Protective award
- 41 decisions
Employment tribunal decisions published on GOV.UK in September 2026, by category. A decision can carry several categories.
A good question.
Commissioning through a procurement process? Use our buyer route to structure your requirement and request supporting information.
Can the project be delivered in phases?
Yes. A discovery phase can establish the current position and options before you commission detailed design or implementation. Deliverables and decision points are agreed for each stage.
Let’s give the work a clear next step.
Tell us what’s happening and what a good outcome would look like. You don’t need to have every answer.