Hi there – sounds like you’ve shown the power of consultation in the ability to reinvent work through constructive feedback. Well done on that! I am concerned to hear you have had no contact at all with your employee for 12 days (or is it just no contact on the proposal?). If no contact at all, then most organisations would put checks in place to ensure the employee is OK – and once established, be questioning if they have abandoned their employment. If they have continued to work, but are not responding to your proposal – then that is their right. You have done the right thing to offer an extension (even though your original timeframe was acceptable). I would write to your employees now, outlining how the feedback has changed the proposal (and respond to any other suggestions or feedback you received that you haven’t adopted, with reasons why not), and proceed with implementing the changes. Keep attempting to engage your employee, and write to each one separately, confirming the outcome and implication for each person individually. It’s shame your third employee didn’t engage through the process – but it’s not uncommon – and remember that people are coping in a range of ways right now that may not reflect how they would normally behave ‘in the good times’. If they were a good employee, you might choose to refer them to other employers who might be able to give them work – or consider taking them back into your business in the future, when things look up. Restructuring is tough for everyone – be kind to yourself too. Two jobs were saved here, and under the circumstances, that’s excellent news.