Restructuring advisory
For employers planning redundancies, a transfer of business or a reorganisation in Malta. The options and risks mapped before you announce, and a consultation that meets the law.
The other side of the table. Much of my career has been spent advising Malta's largest trade union. I know how a consultation looks to the staff and their union.
Who it is for
Boards, chief executives and HR leaders planning change, in businesses of any size.
The problem
Restructurings usually go wrong at the start: a selection pool drawn too narrowly, consultation that begins after the decision is made, or a transfer handled as a redundancy. Each one leads to claims and costs goodwill with the staff who stay.
Collective redundancies. Improved terms negotiated for affected employees at several local and international companies, such as NetEnt and Evolution Gaming, Carlo Gavazzi and Microtek.
What it covers
- Options and risk mapping
- The ways the change could be made, and the legal and practical risks of each.
- Redundancy selection criteria
- Fair, defensible criteria, and the selection pool they apply to.
- Collective redundancies
- Consultation and notification under the Collective Redundancies (Protection of Employment) Regulations, S.L. 452.80.
- Transfers of business
- Information, consultation and the transfer of staff under the Transfer of Business (Protection of Employment) Regulations, S.L. 452.85.
- Consultation documents
- Letters, notices and briefing papers that say what is proposed and why.
- Union engagement
- Working with the union where staff are represented, from the first meeting onwards.
- Senior exits
- Negotiated departures of senior people within the wider change.
- Pay transparency
- What Directive (EU) 2023/970 on pay transparency means for the new structure and its pay.
Common questions are answered in the FAQs.
How it runs
Advisory work, hourly. Large in-person consultation programmes are run with your HR team or partner advisers.
- 1.
Mapping
We set out what the business needs, the options for getting there, and the risks of each.
Selection pool. The group of roles from which redundancies are chosen.
- 2.
Plan
Selection criteria, the timetable, who is told what and when, and the documents needed.
Collective redundancy. Redundancies above a set number within a set period. They trigger consultation and notification duties.
- 3.
Consultation
Consultation with staff representatives and, where staff are represented, the union, run with your HR team.
Transfer of business. A change of employer in which staff move with the business on their existing terms.
- 4.
Implementation
Notices, individual meetings, senior exits and the questions that follow.
Next step
Send a short message describing the change you are planning, the number of staff affected and your timetable.