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In the event of a reorganisation, there may be a need to carry out collective redundancy. This is the case if 20 or more employees are made redundant within 3 months and within a certain region on economic grounds. It does not matter how the employee is dismissed. Dismissal by mutual consent through a settlement agreement is also considered in this case.
In the event of collective redundancies, very different legal rules play a role than in, for example, dismissal with immediate effect or dismissal due to improper or a disrupted employment relationship. For example, the employer must comply with the Wet Melding Collectief Ontslag [Collective Redundancy Notification Act], and the trade unions concerned must be notified.
In principle, economic aspects play a much greater role in collective redundancies than in individual redundancies. When you decide to close a line of business or outsource work abroad, an entire department of your business may cease to exist. This requires a specific approach. Our lawyers know how to deal with this and the best strategy to handle it correctly.
The lawyers at De Haij & Van der Wende have extensive experience with all types of dismissal. We make your cause our cause. As a result, we have a shared interest. We do everything we can to achieve the optimal result for you.