Collective redundancies

During a reorganization, it may be necessary to collectively dismiss employees. This occurs when 20 or more employees are dismissed within 3 months and within a specific region for economic reasons. It does not matter how the employee is dismissed. Even dismissal by mutual agreement through a settlement agreement is counted. Different legal rules apply in a collective dismissal than in, for example, immediate dismissal or dismissal due to underperformance or a strained relationship. The employer must comply with the Collective Redundancies Notification Act and notify the relevant trade unions. Economic aspects play a much larger role in collective dismissals than in individual dismissals. When deciding to close a business sector or outsource work abroad, it may result in an entire department of your company ceasing to exist. This requires a specific approach. Our lawyers know how to handle this and which strategy is best to deal with it properly. The lawyers at De Haij & Van der Wende have extensive experience with all types of dismissals. We make your case our own. This creates a shared interest. We do everything possible to achieve the optimal result for you.