Global workforce restructuring: Considerations for C-suite leaders

Why should I read this?

The importance of strategic foresight in workforce planning has never been greater for companies navigating an increasingly unpredictable business landscape.

The dynamic landscape driven by evolving economic, technological, political and social influences is driving a fundamental reshaping of global workforces. The nature of jobs is changing as businesses and customer demands evolve. But moreover, the way in which workforces are engaged, are engaging and their motivations are shifting too. At the same time, the legal landscape continues to evolve at pace, influencing the timing, cost and risk profile of global workforce restructuring projects.

In this briefing, we explore some of the factors influencing workforce strategies and how businesses are responding.

What do I need to know?

The nature of jobs is evolving, with the World Economic Forum's Future of Jobs Report 2025 predicting that by 2030, 22% of today's jobs will undergo substantial transformation, with 170 million new positions emerging while 92 million current roles face displacement, a 7% net increase.

At the same time, the legal landscape continues to evolve at pace, including with the increased involvement of employee representative bodies across a wider range of topics.

This evolution of the nature of jobs and of the legal landscape, is directly driving and impacting global workforce restructuring projects. A complex web of legal interdependencies applies, the understanding and management of which will be critical to the success of such projects.

The convergence of technological advancements, shifting job demands, and evolving legal frameworks requires leaders to adopt a forward-thinking approach to workforce planning and restructuring.

Key considerations for global workforce restructuring projects

Leaders must remain closely attuned to critical decision points that directly impact cost control, legal exposure, and reputational risk. Strategic alignment across jurisdictions is essential.

Key considerations for global workforce restructuring projects include:

• Timing of communications and consultation – Communication strategies must be carefully timed and aligned with local legal and regulatory frameworks. Missteps, such as inadvertently triggering mass dismissal thresholds, can significantly impact the timing and legal and financial consequences of a project
• Avoiding pre-determined outcomes - Entering formal consultation with decisions already made can materially increase legal risk. Regulatory bodies in many jurisdictions scrutinise the integrity of consultation processes
• Clarity on business rationale - The legal acceptability of rationales for workforce restructuring projects varies by country. Cost-saving alone is often insufficient and may be challenged. A well-articulated business case that is legally compliant for each impacted operating location is essential, along with careful consideration of risk mitigation strategies
• Jurisdictional variance in selection criteria - Selection processes must reflect local legal standards. Where impacted teams span multiple countries, applying a uniform approach may not be legally defensible, increasing the risk of challenge
• Protected worker categories - Certain employee groups, such as those on maternity or parental leave or employee representatives, are subject to heightened protections. Termination may be restricted or require additional approvals and severance, impacting both timelines and budgets

Further reading

For further information, please see our more detailed briefing.  

Helping you with strategic planning and compliance

Our extensive global footprint means that we are well placed to support global employers in their workforce restructuring plans, wherever they have a presence. Our lawyers are not only experts in the complexities of different laws, but also in the management of projects spanning jurisdictions and driving those projects to maximize the strategic aims and benefits.

Our teams of lawyers around the world operate seamlessly to deliver the legal and practical advice and strategic alignment to support global workforce restructuring projects. Helping to navigate the different employment and labour laws and any associated risks across the jurisdictions within the scope of the project is just one element of that. Our other services include:

• Global mobility and business immigration – advising businesses on global mobility plans and on the immigration impact of global workforce transformation programmes, including exercises that impact employees with work permits and employer-sponsored visas
• Employee benefits and compensation – supporting all aspects of the employee benefits and compensation implications of global workforce restructuring projects, including advice on the treatment of the benefits of departing employees, measures to ensure legal compliance when terminating or adjusting benefit plans, and advising on ongoing plans
• Data privacy – advising businesses on all aspects of data privacy obligations and risks of workforce restructuring projects, including arising out of the transfer of data across borders or the implementation of new systems or technologies
• Dispute management – steering employers through any claims from beginning to end. The close working relationships between our global teams allow us to provide our clients with a streamlined, cross-jurisdictional service that makes the most of our in-depth knowledge of local law. Our dedicated lawyers can help navigate tribunals and courts, investigations, hearings, negotiations, settlements, arbitration and mediation