Reorganisations and redundancies

Reorganisations

The need for reorganisation in a business often affects one or more employees. There may be a general shortage of work due to cost savings in the business or a need to reorganise one or more parts of the business for organisational reasons.

Prior to a reorganisation, it is important to have knowledge of the labour law regulations at an early stage, as they contain measures that must be carried out at the right time and in the right way.

We at NORMA can guide you as an employer in a reorganisation that affects one or more employees.

Redundancies

Dismissal of an employee requires objective reasons, which are either personal reasons or lack of work.

Dismissal for personal reasons is linked to the individual employee personally. These can include misconduct, lack of co-operation, refusal to work, harassment or disloyalty.

Short-time working is any reason that is not linked to the employee personally. It may be that there are no jobs to be done, or that the company does not have the money to keep the business going. There may also have been redundancies due to reorganisation.

There is a general perception that it is difficult to dismiss employees for personal reasons. In many cases, the key to avoiding these difficulties is to evaluate and document on an ongoing basis when different types of difficulties arise with an employee.

NORMA can be the employer’s partner in dismissals from start to finish, helping to ensure that labour law rules are followed, that decisions are made in a timely manner and communicated to workers and the organisation in the correct way.