The Roy Morgan case highlights the many pitfalls of not managing within strong people management practice principles when it comes to restructures and redundancy.  We discuss this case and the learnings, to ensure our readers don’t fall foul of the law (especially start-ups or SME’s). We are often asked to assist businesses of all sizes to help plan and manage restructures. We regularly come across managers/executives and even HR consultants for that matter, who don’t truly understand their obligations under law. Whilst we are all for expedition of situations, we would not recommend doing so at the cost of solid process and high quality, high touch engagement with their employees. The case in brief A director on maternity leave won […]