{"id":9778,"date":"2026-06-05T15:15:10","date_gmt":"2026-06-05T15:15:10","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9778"},"modified":"2026-06-05T15:15:13","modified_gmt":"2026-06-05T15:15:13","slug":"reestruturacao-despedimento-e-recontratacao-um-guia-pratico-para-empregadores","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/reestruturacao-despedimento-e-recontratacao-um-guia-pratico-para-empregadores\/","title":{"rendered":"Despedimentos, reestrutura\u00e7\u00f5es e demiss\u00f5es com recontrata\u00e7\u00e3o: um guia pr\u00e1tico para empregadores\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\"><a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-pessoal\/emprego\/redundancy\/\">Redundancy<\/a> e <a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-comercial\/empresa-de-emprego\/redundancy-and-restructuring\/\">restructuring<\/a> are among the most difficult issues employers face,&nbsp;often leading to potential <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/employment-rights-act-2025-a-practical-guide-for-employers\/\">employment<\/a> <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/reclamacoes-por-mau-estado-de-conservacao-um-guia-para-senhorios-de-habitacoes-particulares\/\">claims<\/a>. Whether a <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/contratos-comerciais-qa\/\">business<\/a> is reducing headcount, closing a site, changing roles, cutting costs, reorganising teams or trying to change contractual terms, the process needs to be handled carefully.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, this is not simply an operational or financial issue. It involves legal risk, employee relations, communication, consultation,&nbsp;documentation&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/onlyfans-e-contratos-a-importancia-do-timing\/\">timing<\/a>, all of which are essential to avoid claims for <a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-pessoal\/emprego\/despedimento-sem-justa-causa\/\">despedimento sem justa causa<\/a>. If handled incorrectly, redundancy and restructuring exercises can lead to grievances, unfair dismissal claims, protective award claims, <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/o-que-fazer-se-o-seu-inquilino-comercial-estiver-a-violar-o-contrato-de-arrendamento\/\">breach<\/a> of contract allegations and <a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-pessoal\/direito-regulamentar\/minimizar-os-danos-a-reputacao\/\">reputational damage<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is also a particularly&nbsp;important time&nbsp;for employers to review their approach. From 6 <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/reformas-do-direito-das-sociedades-no-reino-unido-a-partir-de-abril-de-2026-o-que-as-empresas-e-os-diretores-precisam-de-saber\/\">April<\/a> 2026, the&nbsp;maximum&nbsp;protective award for failure to&nbsp;comply with&nbsp;collective redundancy consultation obligations increased from 90 days\u2019 pay to 180 days\u2019 pay for each affected employee. Employers also need to be aware of the <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/conselhos-legais-sobre-incomodos-para-senhorios-e-agentes-de-gestao\/\">statutory<\/a> Code of Practice on Dismissal and Re-engagement, which came into force on 18 July 2024 and applies where employers are considering changes to contractual terms and <a href=\"https:\/\/rfblegal.co.uk\/pt\/dados-da-conta-do-cliente\/\">conditions<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Este artigo aborda as principais quest\u00f5es que os empregadores devem ter em conta ao gerir os riscos associados a despedimentos por motivos econ\u00f3micos, reestrutura\u00e7\u00f5es e demiss\u00f5es seguidas de recontrata\u00e7\u00e3o.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">O que \u00e9 a redund\u00e2ncia?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A redu\u00e7\u00e3o de pessoal surge normalmente quando a necessidade do empregador de recorrer a trabalhadores para realizar um determinado tipo de trabalho diminui ou cessa, o que pode levar a pr\u00e1ticas de despedimento e recontrata\u00e7\u00e3o. Tal pode acontecer devido a press\u00f5es financeiras, redu\u00e7\u00e3o da procura, altera\u00e7\u00f5es na estrutura da empresa, novas tecnologias, externaliza\u00e7\u00e3o, encerramento de instala\u00e7\u00f5es ou uma mudan\u00e7a na forma como o trabalho \u00e9 organizado.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A redundancy situation does not always mean that the business is failing. It may be part of a <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/lidar-com-os-desafios-dos-arrendamentos-comerciais-opcoes-estrategicas-para-os-senhorios-quando-um-inquilino-entra-em-situacao-de-insolvencia\/\">strategic<\/a> restructure, a cost-saving exercise, a change in management structure or a decision to reorganise roles.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O ponto importante para os empregadores \u00e9 que uma raz\u00e3o empresarial genu\u00edna, por si s\u00f3, n\u00e3o \u00e9 suficiente. Os empregadores tamb\u00e9m t\u00eam de seguir um processo justo antes de procederem a despedimentos por motivos econ\u00f3micos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should therefore avoid treating redundancy as a decision that has already been made. Consultation should take place before final <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/as-sociedades-com-um-administrador-e-um-modelo-de-contrato-de-sociedade-podem-tomar-decisoes-validas\/\">decisions<\/a> are reached.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Por que raz\u00e3o os empregadores devem levar a s\u00e9rio os processos de despedimento por motivos econ\u00f3micos?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Existem v\u00e1rias raz\u00f5es pelas quais os empregadores devem levar a s\u00e9rio os processos de despedimento por motivos econ\u00f3micos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">First, there is the legal risk. A redundancy dismissal can be unfair if the employer does not consult properly, uses an unfair selection pool, applies unreasonable selection criteria,&nbsp;fails to&nbsp;consider&nbsp;alternatives&nbsp;or appears to have predetermined the <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/recursos-em-materia-de-imigracao-e-asilo-como-podemos-ajuda-lo-a-obter-o-resultado-que-deseja\/\">outcome<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Secondly, there is the financial risk. Where <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/possivel-reforma-relativa-as-prorrogacoes-de-contratos-de-arrendamento-e-a-aquisicao-coletiva-do-direito-de-propriedade-ao-abrigo-do-projeto-de-lei-n-o-2-sobre-a-reforma-do-regime-de-arrendamento-e-d\/\">collective<\/a> consultation obligations apply, the potential exposure can be significant. Employers proposing to dismiss 20 or more employees as redundant at one establishment within a 90-day period must follow collective consultation rules. A failure to comply can result in a protective award of up to 180 days\u2019 full pay for each affected employee.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thirdly, there is the management risk. Redundancy and restructuring exercises can quickly damage morale,&nbsp;productivity&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/pt\/categoria\/servicos-fiduciarios\/\">trust<\/a> if employees feel the process is rushed, unclear or unfair.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A quest\u00e3o pr\u00e1tica \u00e9 simples: os empregadores devem planear cuidadosamente os processos de despedimento e reestrutura\u00e7\u00e3o antes de os an\u00fancios serem feitos.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Planear um despedimento por motivos econ\u00f3micos ou uma reestrutura\u00e7\u00e3o&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A well-managed redundancy process starts with <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/fazer-um-testamento-e-planear-o-futuro\/\">planning<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before speaking to employees, employers should be clear <a href=\"https:\/\/rfblegal.co.uk\/pt\/sobre-nos\/\">about<\/a>:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>a justifica\u00e7\u00e3o comercial para a altera\u00e7\u00e3o proposta;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quais as fun\u00e7\u00f5es ou equipas que poder\u00e3o ser afetadas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se a proposta se refere efetivamente a despedimentos por motivos econ\u00f3micos ou a uma reestrutura\u00e7\u00e3o mais ampla;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se existem alternativas ao despedimento por motivos econ\u00f3micos;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se a consulta coletiva pode ser desencadeada;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/guia-para-o-novo-ano-fiscal-como-garantir-que-os-documentos-legais-da-sua-empresa-estao-atualizados\/\">documents<\/a> <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/can-a-will-cancel-my-previous-agreements\/\">vontade<\/a> be needed;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quem ir\u00e1 gerir o processo;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>que calend\u00e1rio \u00e9 realista;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>como os trabalhadores ser\u00e3o informados e consultados.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should also consider whether the proposed change could affect employees who are pregnant, on maternity leave, disabled, absent due to <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/ausencias-por-doenca-incapacidade-e-adaptacoes-razoaveis-um-guia-pratico-para-empregadores\/\">sickness<\/a>, part-time, on family leave or otherwise potentially vulnerable. These situations may require&nbsp;additional&nbsp;care.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O objetivo deve ser criar um processo que cumpra a legisla\u00e7\u00e3o, seja sensato do ponto de vista comercial e possa ser explicado de forma clara aos colaboradores.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Consulta&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A consulta \u00e9 fundamental para um processo de despedimento justo.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A consulta deve ser genu\u00edna e significativa. Os trabalhadores devem ser informados sobre os motivos pelos quais a proposta est\u00e1 a ser considerada, como esta os pode afetar, quais as alternativas que foram ponderadas e como podem reagir. Normalmente, os trabalhadores devem ser consultados individualmente quando forem propostas menos de 20 rescis\u00f5es e coletivamente quando forem propostas 20 ou mais rescis\u00f5es.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A consulta n\u00e3o deve ser encarada como um mero formalismo, uma vez que \u00e9 fundamental para a prote\u00e7\u00e3o dos direitos laborais. Os empregadores devem ouvir as sugest\u00f5es dos trabalhadores e ponderar se \u00e9 poss\u00edvel evitar, reduzir ou atenuar os despedimentos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Durante a consulta, os empregadores poder\u00e3o ter de abordar os seguintes assuntos:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>por que raz\u00e3o se prop\u00f5e a reestrutura\u00e7\u00e3o ou o despedimento;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quais as fun\u00e7\u00f5es que est\u00e3o em risco;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>como foram identificados os grupos de sele\u00e7\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quais os crit\u00e9rios de sele\u00e7\u00e3o que ser\u00e3o utilizados;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se existem alternativas ao despedimento por motivos econ\u00f3micos;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se existem fun\u00e7\u00f5es alternativas adequadas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se ser\u00e1 considerada a demiss\u00e3o volunt\u00e1ria;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what <a href=\"https:\/\/rfblegal.co.uk\/pt\/etiqueta\/pessoal-de-apoio\/\">apoio<\/a> will be provided;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quais os pagamentos que podem estar em d\u00edvida.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Um erro comum \u00e9 anunciar uma decis\u00e3o final demasiado cedo. Os empregadores devem evitar utilizar uma linguagem que sugira que os despedimentos s\u00e3o inevit\u00e1veis antes de terem sido realizadas as consultas.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Consulta coletiva e notifica\u00e7\u00f5es HR1&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As obriga\u00e7\u00f5es de consulta coletiva aplicam-se quando um empregador tenciona proceder ao despedimento de 20 ou mais trabalhadores num \u00fanico estabelecimento num per\u00edodo de 90 dias ou menos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nos casos em que se aplica a consulta coletiva, os empregadores devem consultar os representantes adequados. Se n\u00e3o existir um sindicato reconhecido ou um \u00f3rg\u00e3o de representa\u00e7\u00e3o dos trabalhadores, poder\u00e1 ser necess\u00e1rio eleger representantes dos trabalhadores.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers must also notify the Government\u2019s Redundancy Payments Service using form HR1. The notification must be made before <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/litigios-relativos-a-energia-e-servicos-publicos-e-um-particular-ou-uma-empresa-que-esta-a-ser-cobrado-em-excesso-pelo-seu-fornecedor-de-energia-ou-servicos-publicos\/\">individual<\/a> <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/avisos-da-seccao-146-um-guia-para-senhorios-comerciais\/\">notices<\/a> of dismissal are issued and at least 30 days before the first dismissal where there are 20 to 99 proposed redundancies, or at least 45 days before the first dismissal where there are 100 or more proposed redundancies.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Esta \u00e9 uma \u00e1rea em que os empregadores podem facilmente cometer erros, especialmente quando as decis\u00f5es s\u00e3o tomadas rapidamente ou quando os despedimentos se distribuem por diferentes equipas, locais ou fases.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem procurar aconselhamento atempadamente caso exista a possibilidade de ser aplic\u00e1vel o procedimento de consulta coletiva.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Grupos de sele\u00e7\u00e3o e crit\u00e9rios de sele\u00e7\u00e3o&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Quando apenas alguns trabalhadores de um grupo est\u00e3o em risco de despedimento, os empregadores ter\u00e3o normalmente de definir um grupo de sele\u00e7\u00e3o adequado e crit\u00e9rios de sele\u00e7\u00e3o justos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Um grupo de sele\u00e7\u00e3o \u00e9 o conjunto de colaboradores a partir do qual podem ser efetuados despedimentos. Este grupo deve ser cuidadosamente ponderado. Se for demasiado restrito, os colaboradores podem alegar que foram injustamente visados. Se for demasiado abrangente, o processo pode tornar-se desnecessariamente perturbador.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os crit\u00e9rios de sele\u00e7\u00e3o devem ser t\u00e3o objetivos quanto poss\u00edvel. Os empregadores costumam ter em conta fatores como compet\u00eancias, qualifica\u00e7\u00f5es, experi\u00eancia, registo disciplinar, assiduidade, desempenho e necessidades futuras da empresa.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ter cuidado com crit\u00e9rios que possam prejudicar indiretamente determinados trabalhadores. Por exemplo, os crit\u00e9rios de assiduidade podem prejudicar os trabalhadores com defici\u00eancia ou as trabalhadoras com aus\u00eancias relacionadas com a gravidez. Os crit\u00e9rios de desempenho podem ser arriscados se as avalia\u00e7\u00f5es n\u00e3o tiverem sido realizadas de forma consistente.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem, por conseguinte, verificar:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>por que raz\u00e3o foi escolhido esse grupo de candidatos;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se os funcion\u00e1rios compreendem por que raz\u00e3o est\u00e3o em risco;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se os crit\u00e9rios s\u00e3o objetivos e mensur\u00e1veis;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se a pontua\u00e7\u00e3o pode ser comprovada;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se s\u00e3o necess\u00e1rios quaisquer ajustes;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se os gestores est\u00e3o a aplicar os crit\u00e9rios de forma coerente.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A m\u00e1 sele\u00e7\u00e3o \u00e9 uma das causas mais comuns de lit\u00edgios relacionados com despedimentos por motivos econ\u00f3micos.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Emprego alternativo adequado&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Antes de confirmar o despedimento por motivos econ\u00f3micos, os empregadores devem ponderar se existem oportunidades de emprego alternativas adequadas dispon\u00edveis.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Isso pode incluir vagas noutras equipas, fun\u00e7\u00f5es alternativas, hor\u00e1rios reduzidos, locais de trabalho diferentes, oportunidades de reafecta\u00e7\u00e3o ou fun\u00e7\u00f5es que exijam alguma reciclagem profissional. Normalmente, os empregadores n\u00e3o t\u00eam de criar uma fun\u00e7\u00e3o onde esta n\u00e3o existe, mas devem analisar devidamente as op\u00e7\u00f5es existentes.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem manter registos das vagas consideradas e explicar por que raz\u00e3o os cargos s\u00e3o ou n\u00e3o adequados. Nos casos em que uma trabalhadora se encontre em licen\u00e7a de maternidade ou em determinados tipos de licen\u00e7a por motivos familiares, poder\u00e3o aplicar-se regras especiais, sendo necess\u00e1rio um cuidado redobrado.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A n\u00e3o considera\u00e7\u00e3o de alternativas de emprego adequadas pode comprometer um processo de despedimento que, de outra forma, seria leg\u00edtimo.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Reestrutura\u00e7\u00e3o sem despedimentos&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Not <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/the-renters-rights-act-2025-what-every-landlord-needs-to-know\/\">every<\/a> restructure involves redundancy.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sometimes an employer may want to change reporting lines, job titles, <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/deveres-dos-administradores-o-que-sao-e-o-que-acontece-em-caso-de-infracao\/\">duties<\/a>, working patterns, <a href=\"https:\/\/rfblegal.co.uk\/pt\/localizacao\/\">localiza\u00e7\u00e3o<\/a>, pay arrangements,&nbsp;hours&nbsp;or benefits without reducing headcount. These changes may still create legal risk if they involve changes to contractual terms.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem, em primeiro lugar, verificar se o contrato de trabalho permite a altera\u00e7\u00e3o proposta. Mesmo nos casos em que o contrato contenha cl\u00e1usulas de flexibilidade, os empregadores devem ter cuidado para n\u00e3o se basearem nelas de forma excessiva.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Where <a href=\"https:\/\/rfblegal.co.uk\/pt\/base-de-conhecimentos\/preciso-de-um-acordo-de-acionistas\/\">agreement<\/a> is needed, employers should consult with employees, explain the business reason for the&nbsp;change&nbsp;and consider objections properly.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quanto mais significativa for a mudan\u00e7a, maior ser\u00e1 a necessidade de um processo cuidadoso.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Despedir e recontratar&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cDespedir e recontratar\u201d \u00e9 a express\u00e3o informal utilizada quando um empregador despede os seus funcion\u00e1rios e lhes prop\u00f5e a recontrata\u00e7\u00e3o em novos termos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Esta \u00e9 uma op\u00e7\u00e3o de alto risco e n\u00e3o deve ser considerada uma forma habitual de alterar contratos. O C\u00f3digo de Conduta legal sobre Despedimento e Recontrata\u00e7\u00e3o estabelece que o despedimento e a recontrata\u00e7\u00e3o s\u00f3 devem ser utilizados como \u00faltimo recurso.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores que estejam a ponderar o despedimento e a recontrata\u00e7\u00e3o devem, em geral, poder demonstrar que:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>explicou as raz\u00f5es comerciais subjacentes \u00e0s altera\u00e7\u00f5es propostas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consultados de forma significativa e de boa-f\u00e9;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>forneceu informa\u00e7\u00f5es relevantes;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>levou em considera\u00e7\u00e3o as obje\u00e7\u00f5es dos funcion\u00e1rios;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>explorou alternativas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>avaliou se as altera\u00e7\u00f5es poderiam ser implementadas gradualmente ou adaptadas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>tomou medidas razo\u00e1veis para evitar o despedimento;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>seguiu o C\u00f3digo de Conduta.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A pr\u00e1tica de \u00abdespedir e recontratar\u00bb pode acarretar riscos de despedimento sem justa causa, quest\u00f5es relacionadas com a viola\u00e7\u00e3o de contrato, obriga\u00e7\u00f5es de consulta coletiva e problemas nas rela\u00e7\u00f5es laborais. Os empregadores devem procurar aconselhamento antes de recorrerem a esta abordagem.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Erros comuns cometidos pelos empregadores&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ter especial cuidado para evitar os seguintes erros:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>anunciar despedimentos antes de ter havido consulta;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o explicar claramente a raz\u00e3o comercial;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>utilizando um conjunto de candidatos selecionados de forma injusta ou sem justifica\u00e7\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>aplicar crit\u00e9rios de sele\u00e7\u00e3o subjetivos ou inconsistentes;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o manter registos das decis\u00f5es de pontua\u00e7\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ignorando alternativas ao despedimento por motivos de redu\u00e7\u00e3o de pessoal;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter em conta alternativas de emprego adequadas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/beneficiarios-em-falta-e-ordens-de-benjamim\/\">missing<\/a> collective consultation obligations;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o apresentar o formul\u00e1rio HR1 quando tal for exigido;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>emitir avisos de despedimento demasiado cedo;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>considerar a pr\u00e1tica de \u00abdespedir e recontratar\u00bb como um mero atalho contratual;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter em conta quest\u00f5es relacionadas com a discrimina\u00e7\u00e3o ou com a licen\u00e7a parental;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>utilizar cartas ou pol\u00edticas de despedimento por motivos de redund\u00e2ncia desatualizadas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o formar os gestores em mat\u00e9ria de consulta.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Muitos lit\u00edgios relacionados com despedimentos ocorrem n\u00e3o por falta de justifica\u00e7\u00e3o empresarial, mas porque a entidade patronal agiu precipitadamente ou n\u00e3o seguiu um processo justo.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Medidas pr\u00e1ticas para os empregadores&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores que estejam a ponderar despedimentos, reestrutura\u00e7\u00f5es ou altera\u00e7\u00f5es contratuais devem ter em conta os seguintes passos:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Identifique a justifica\u00e7\u00e3o comercial para a altera\u00e7\u00e3o proposta.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Verifique se a proposta diz respeito a despedimentos por motivos econ\u00f3micos, reestrutura\u00e7\u00e3o, altera\u00e7\u00e3o contratual ou uma combina\u00e7\u00e3o destas op\u00e7\u00f5es.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Verifique se a consulta coletiva \u00e9 aplic\u00e1vel.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Elabore uma justifica\u00e7\u00e3o empresarial clara e um plano de consulta.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Identificar os grupos de candidatos e os crit\u00e9rios de sele\u00e7\u00e3o adequados.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Consulte os funcion\u00e1rios antes de tomar decis\u00f5es definitivas.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Considere alternativas ao despedimento por motivos econ\u00f3micos.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Analisar alternativas de emprego adequadas.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Mantenha registos claros das reuni\u00f5es de consulta e das decis\u00f5es de classifica\u00e7\u00e3o.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Procure aconselhamento antes de emitir cartas de despedimento.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"11\" class=\"wp-block-list\">\n<li>Siga o procedimento de rescis\u00e3o e recontrata\u00e7\u00e3o nos casos em que n\u00e3o seja poss\u00edvel chegar a acordo sobre as altera\u00e7\u00f5es contratuais.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"12\" class=\"wp-block-list\">\n<li>Analise os contratos, as pol\u00edticas de despedimento e as orienta\u00e7\u00f5es para os gestores.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">A ado\u00e7\u00e3o destas medidas pode reduzir os riscos legais e ajudar os empregadores a gerir <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/ia-no-local-de-trabalho-um-guia-pratico-para-empregadores\/\">workplace<\/a> change more confidently.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclus\u00e3o&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As demiss\u00f5es por motivos econ\u00f3micos, as reestrutura\u00e7\u00f5es e as demiss\u00f5es com recontrata\u00e7\u00e3o s\u00e3o quest\u00f5es que os empregadores n\u00e3o podem dar-se ao luxo de tratar de forma superficial. Se forem mal geridas, podem dar origem a reclama\u00e7\u00f5es, a\u00e7\u00f5es por despedimento sem justa causa, pedidos de indemniza\u00e7\u00e3o por prote\u00e7\u00e3o, lit\u00edgios por quebra de contrato e graves problemas nas rela\u00e7\u00f5es laborais. Se forem bem geridas, permitem aos empregadores implementar as mudan\u00e7as empresariais necess\u00e1rias de forma justa, estruturada e comercialmente sensata.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O fundamental para os empregadores \u00e9 agir atempadamente, evitar suposi\u00e7\u00f5es e planear cuidadosamente o processo. Os empregadores devem verificar se se aplica a consulta coletiva, se \u00e9 necess\u00e1ria a notifica\u00e7\u00e3o HR1, se a sele\u00e7\u00e3o \u00e9 justa e se foram devidamente consideradas alternativas ao despedimento.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/pt\/\">Fletcher<\/a> Baker, our Employment <a href=\"https:\/\/rfblegal.co.uk\/pt\/etiqueta\/equipa-de-contencioso-dj\/\">Team<\/a> advises employers on redundancy, restructuring, collective consultation, HR1 notifications, <a href=\"https:\/\/rfblegal.co.uk\/pt\/base-de-conhecimentos\/estabelecimento-no-reino-unido\/\">settlement<\/a> <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/acordos-de-compra-de-accoes-qa\/\">agreements<\/a>, contractual&nbsp;changes&nbsp;and fire-and-rehire risks. If you are considering redundancies, restructuring your&nbsp;business&nbsp;or changing <a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-pessoal\/emprego\/contratos-de-trabalho\/\">employment terms<\/a>, we can help you assess the risks and&nbsp;identify&nbsp;a practical way forward.&nbsp;<\/p>","protected":false},"author":12,"featured_media":9779,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-9778","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-employment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Redundancy and restructuring are among the most difficult issues employers face, often leading to potential employment claims. 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