Unfortunately, many companies sometimes feel compelled to reorganize. Such an event can fall on you raw and have a major impact - even if it has been rumored for some time. One moment you are working carefree, the next you suddenly have to fear for your job. Your employment contract, collective labor agreement or social plan states what you are entitled to. But yes, what does that actually mean?
Reorganization
What should I pay attention to?
People can be fired during a reorganization. If there are twenty or more within three months, there is collective redundancy. Your employer must always report this to the UWV and trade unions. The latter will then talk to your employer to draw up a social plan: a list of agreements, terms and conditions that come into effect in the event of reorganizations and redundancies. Here is what you are entitled to. Instead of dismissal, your employer can also offer you a termination agreement. You will then agree to terminate your employment by mutual consent, and the arrangements for termination will be laid down in the agreement.
What does this mean for me?
Your work situation can change drastically and you can lose your job due to a reorganization. You often have little influence on this. You do have rights, for example those set out in your social plan or termination agreement. Are you getting fired? Then in many cases you are entitled to a transition payment and unemployment benefit.
We do this for you
If you end up in a reorganization, it is very valuable if someone is watching with you. We do this for you, for example according to your rights and best options. And will you lose your job? Even then we are here for you. For example, to negotiate with your employer about your termination agreement, to help you with your unemployment benefit or to assist you if you have found a new job.
What do you get as a member?
Light
- Updates about your work, collective labor agreement & industry
- Monthly newsletter about your work & income
- Light help with work, benefits & income
Complete
- Updates about your work, collective labor agreement & industry
- Monthly newsletter about your work & income
- Complete help with work, benefits & income
- Exclusive member benefits
- Handy calculation tools & sample letters
- Legal advice and support
- Insight into your pension
- Help and advice with your benefit
- Participation in your terms of employment
F.A.Q.s
What is a social plan?
A social plan is an agreement between employer(s) and trade union(s), in which agreements are laid down that regulate the consequences of a reorganization. Does the reorganization have consequences for you as an employee? Then the employer must apply the social plan. For example, if it has been decided to move your work to another location, to no longer carry out certain work, or to do the same work with fewer people.
The social plan states your rights and obligations. You can also find out whether your position may be eliminated or not, and what your employer must do to help you find another position (and which other positions you must accept). Are you unable to find another job? Then you are often entitled to a termination payment. This is also arranged in the social plan.
What is a request for advice?
If an employer wants to reorganize, the works council must first be asked for advice. This is called the request for advice. The reorganization may only be implemented after this advice. In the request for advice you can read what your employer's plans are. For example, which positions will lapse, and which activities will be terminated or moved to other departments.
What is the reflection principle?
The reflection principle determines, in case of dismissal for business reasons, the sequence in which the dismissals take place. The purpose of the reflection principle is to ensure that you allow the organization to shrink in such a way that the age structure of the workforce remains the same as much as possible before and after the layoff round. According to the reflection principle, an employer, per age group, must be the first to nominate the employee with the shortest employment contract for dismissal.