Get expert guidance before you restructure, redeploy or make roles redundant
AI and changing business conditions are forcing organisations to rethink roles, teams and workforce structures. But restructure decisions carry legal, cultural and reputational risk if they are not handled properly.
iHR Australia helps employers assess their options, manage consultation, reduce risk and make defensible workforce decisions.
A smarter approach to workforce planning
Restructure and redundancy planning
- Reviewing proposed workforce changes from an HR, ER and IR risk perspective
- Advising on genuine redundancy considerations and process requirements
- Helping identify risks before formal decisions are communicated
Consultation and communication support
- Advising on consultation obligations under awards, enterprise agreements and workplace policies
- Supporting consultation planning, manager preparation and employee communication
- Helping ensure consultation is meaningful, timely and properly documented
Redeployment and suitable alternative employment
- Assisting with redeployment assessment and internal opportunity mapping
- Reviewing whether alternative roles may be suitable for affected employees
- Supporting defensible decision-making where redeployment is or is not available
Role redesign and workforce structure advice
- Reviewing proposed changes to roles, reporting lines and responsibilities
- Advising on the ER implications of changed duties, classification or employment conditions
- Helping organisations reshape roles around business needs while managing employee risk
HR documentation and process guidance
- Preparing or reviewing consultation materials, scripts, letters and decision records
- Supporting HR teams with process sequencing and risk controls
- Helping leaders keep the process clear, consistent and compliant
How we support you?
Our team works alongside HR leaders and executives to ensure decisions are both commercially sound and legally compliant.
We can support you with:
- Independent advice on restructure strategy
- End-to-end management of consultation processes
- Assessment of redeployment and alternative roles
- Compliance with Fair Work obligations and case law expectations
- Independent reviews where risk or complexity is high
We are regularly engaged in matters before the Commission and bring current, practical insight into how these issues are being tested.
When should you seek support?
You don’t need to wait until a restructure is underway.
It can be valuable to engage support when:
- You are assessing the impact of AI on your workforce
- You are considering changes to team structure or roles
- Internal capability is stretched or uncertain
- There is potential risk or sensitivity in the process
Early advice often leads to better outcomes.