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Reorganisation

Don’t be caught off guard by a reorganisation – put your trust in De Unie

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Unfortunately, many companies sometimes feel compelled to reorganise. There are various reasons for this, such as the advent of AI, automation, or other cost-saving decisions. Because of these changes, your role can suddenly become uncertain. Such a reorganisation can be a shock and have a significant impact, even if rumours have been circulating for a while. One moment you're working carefree, the next you suddenly have to fear for your job.

Your employment contract, collective labour agreement, or social plan will state what you are entitled to. But yes, what does that actually mean?

What should I pay attention to?
In the event of a reorganisation, people may be made redundant. If twenty or more people are made redundant within three months, this is considered collective dismissal. Your employer must always report this to the UWV (Employee Insurance Agency) and trade unions. The latter will then enter into discussions with your employer to draw up a social plan: a list of agreements, provisions, and conditions that take effect during reorganisations and dismissals. This outlines your entitlements. Instead of dismissal, your employer may also offer you a termination agreement. In this case, your employment will be terminated by mutual consent, and the agreements regarding the termination will be laid down in the agreement.
What can I do myself?
Your work situation can change drastically, and you could lose your job due to a reorganisation. You often have little influence over this. However, you do have rights, for example, those stated in your social plan or termination agreement. Are you being made redundant? In many cases, you are entitled to a transition payment and unemployment benefit (WW-uitkering).

You can also get started on your own, so that you can stay in control of your work and income. After all, not everyone can rely on a social support scheme. With Toekomstpro(o)f, an initiative by VCP and De Unie, you’ll work on your skills, opportunities and aspirations to develop a concrete plan. Toekomstpro(o)f forms part of a nationwide government strategy to prevent unemployment. This programme is open to everyone, whether or not they are a member of De Unie.

Are you (possibly) part of a reorganisation? If so, prepare yourself well for your future career and your next steps if your role becomes redundant. Sign up for Toekomstpro(o)f here.

We do this for you

If you find yourself in a reorganisation, it’s very valuable to have someone look over your rights and options with you. And are you losing your job? We’re there for you then too. For example, to negotiate your termination agreement with your employer, to help you with your unemployment benefit, or to assist you when you’ve found a new job.

What do you get as a member?

Light

  • Updates on your work, collective labour agreement & sector
  • Light Help with work, benefits & income
  • Newsletter

Complete/extra

  • Updates on your work, collective labour agreement & sector
  • Complete Help with work, benefits & income
  • Newsletter
  • Exclusive member benefits
  • Useful calculation tools and sample letters
  • Legal advice and support
  • Understanding your pension
  • Help and advice with your benefit
  • Input into your employment terms

As a Full or Extra Member of De Unie, you are entitled to comprehensive legal assistance regarding work, benefits and income.
Please note: you can make this claim from three months' membership. See also Article 25 of our house rules.

FAQ

A social plan is an agreement between an employer and employee representatives, such as trade unions, that outlines how employees will be treated in the event of a reorganisation, such as a merger, acquisition or a significant change in business operations. It typically covers aspects like redundancy pay, retraining opportunities, outplacement services, and how employees will be consulted during the process.
A social plan is an agreement between employer(s) and trade union(s), in which arrangements are laid down that regulate the consequences of a reorganisation. If the reorganisation has consequences for you as an employee, the employer must apply the social plan. This applies, for example, if it has been decided to move your activities to another location, to stop carrying out certain activities, or to do the same work with fewer people.

The social plan outlines your rights and obligations. It also states whether your role may be made redundant and what your employer must do to help you find another position (and which alternative roles you must accept). If another job cannot be found, you are often entitled to a redundancy payment. This is also arranged in the social plan.

Een adviesaanvraag is een gestructureerd proces waarbij een organisatie offreren vraagt van potentiële leveranciers voor een bepaald project of dienst.
If an employer wants to reorganise, the works council must first be asked for advice. This is called the request for advice. Only after this advice has been received can the reorganisation be implemented. The request for advice will outline your employer's plans. For example, which roles will be made redundant, and which tasks will be terminated or moved to other departments.
Het afspiegelingsbeginsel is het principe dat een juridisch document, zoals een overeenkomst of wet, moet worden geïnterpreteerd in overeenstemming met de bedoeling van de partijen die het hebben opgesteld en met hun oorspronkelijke bedoeling bij het opstellen ervan.
The reflection principle, in the case of redundancies for business reasons, determines the order in which dismissals take place. The aim of the reflection principle is to ensure that the organisation is downsized in such a way that the age structure of the workforce remains as similar as possible both before and after the redundancy round. According to the reflection principle, an employer must propose the employee with the shortest period of service for dismissal first, per age group.

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