We are delighted to announce Thomson Reuters Restructuring and Redundancy Conference to be held on 3 December 2020.

Australia is on the verge of a downturn and many organisations are looking at some level of restructuring and undertaking redundancies. This process is fraught with legal obligations and pitfalls, mental stress and change, and if poorly managed can expose your organisation to considerable financial and reputation risks, as well as creating an unsettled and unproductive workplace.

At the conference we will address an employer’s legal obligations during COVID-19 for redundancy and restructuring, introduction of JobKeeper and temporary changes to employment law following COVID-19 and a lot more. At this conference we will take you through the step by step through a restructure and redundancy process to help you achieve an outcome that is legally defensible, procedurally correct and achieves an equitable outcome

We look forward to meeting you at the event.

For any event enquiries, please email eventsanz@thomsonreuters.com

Dates & Locations

3 December 2020, Cliftons

3 December 2020

Your investment

Early Bird Price
$650 + GST
Early Bird closes 20 October 2020

Full price
$750 + GST 

Register your interest






Welcome from the chair


What is restructuring and redundancy and what constitutes a genuine business case?

  • COVID-19 changes and developing the business case
  • Documenting operational changes due to restructuring, downsizing, closing down or outsourcing
  • Confirming genuine financial reasons
  • Ensuring the way, you select employees for retrenchment is lawful

Sarah Neideck, Senior Associate, HR Law


Navigating the Fair Work Act 2009 for redundancy and restructuring

What are the requirements for employers that are looking at redundancies and workplace restructuring? Session to cover workplace policies and alternatives to termination of employment, consultation and notice requirements. Session will also cover considerations for employees that are covered by:

  • Award and enterprise agreement
  • Employment contracts
  • National Employment Standards (NES)

Helen Donovan, Senior Associate, Allens


TABLE TALKS: Restructuring and Redundancy starting the change and wellbeing discussion

How to support all employee's wellbeing during restructuring and redundancy stages? How do we improve the restructuring and redundancy change discussion?




Introducing changes to employment terms outside of the JobKeeper environment

Session to cover introduction of changes to employment terms outside of the JobKeeper scheme:

  • Including reduced hours and pay
  • Encouraging/directing leave
  • Changes to incentive arrangements
  • Non-JobKeeper stand downs

Gadens representative


Redeployment as an alternative to redundancy: what is a reasonable redeployment opportunity?

Alternatives to redundancy such as redeployment, flexible work practices including reduced hours and pay and encouraging or directing leave and changes to incentive arrangements.

FWA (s389) requires an employer to offer an employee whose original role has been made redundant reasonable redeployment opportunities: what is reasonable?

Wendy Fauvel, Executive Counsel, Herbert Smith Freehills




A practical guide to consultation and notification obligations in large scale redundancy situations

This session will take a practical approach to genuine consultation including:

  • Understanding why it is important to consult
  • How to consult in a way which meets your legal obligations - and which is commercially useful
  • Some practical observations about consultation procedure

Shae McCartney, Partner, Clayton Utz


Understanding how to meet your legal obligations and how to defend unfair dismissal or adverse action claims

Successful adverse action and unfair dismissal claims can cause serious financial and reputational damage. They also soak up a huge amount of management's time in defending claims, whether spurious or not. On many occasions, the claims are used as a tactic by ex- employees to try and coerce employers into paying compensation simply for the claims to disappear - the "go away" money. At times they are coupled with bullying claims, stress claims, discrimination or safe work issues. The session covers implementing a robust framework for tackling unfair dismissal and termination claims to develop practical strategies for handling claims and bolstering defences to ably resist claims including:

  • Post Covid-19 workplace considerations following a return to work
  • Update on recent, practical developments pertaining to unfair dismissals and adverse action claims
  • What are the parameters of a fair and unfair dismissal and what should employers consider before implementing decisions or issuing show cause letters?
  • A framework to reduce the risk of successful unfair dismissal and adverse action claims in the current environment, and strategic thinking around the initial conciliation conferences  

Stephen Hughes, Principal Lawyer, Franklin Athanasellis Cullen Lawyers




Protecting your organisations’ interests post redundancy of employees from employer’s perspective 

Session to cover the impact of redundancy on:

  • post-employment restraints
  • deed of release to get your payments
  • calculations of termination payments and bonuses   

Melanie Thorley, Director, MJT Law


Outplacement in the post COVID-19 environment 

  • How outplacement can operate in the new environment of online and working from home
  • The 4 components of outsourcing: Coaching, Workshops, Tools and Community   

Pree Sarkar, Chief Advisor, Switch
Author of Amazon #1 Bestselling Book for Job Hunting & Careers