Employers can only restructure if there is a genuine business reason—such as reducing costs, improving efficiency, or achieving a strategic objective. A restructure cannot be used to remove staff for poor performance or misconduct.

The first step is preparing a business case that explains the purpose, provides relevant information, and outlines expected outcomes. Employees must receive enough detail to give feedback, suggest alternatives, or challenge the proposal.

A fair consultation process is critical. Affected employees should be given reasonable time to review the business case, ask questions, seek advice, and provide feedback. They may have a support person or representative present.

Where an employee's role is disestablished, employers must consider redeployment and consult with the employee on any suitable vacancies.