Group redundancies.

We support employers in carrying out difficult personnel reduction processes. Our support includes comprehensive advice on group and individual redundancies for reasons not related to employees. We work with organisations undergoing restructuring, cost optimisation, mergers or workplace closures. We provide strategic and operational advice — from process planning, documentation, assistance in negotiations with trade unions and employee representatives, to internal communication and securing the employer’s interests. We focus on legality, transparency and minimising legal and reputational risks.

We help employers plan and implement redundancy processes that comply with the law and business objectives. We advise on the selection of the appropriate course of action – we analyse the legal grounds, the scale of redundancies and the employment structure within the organisation.

At each stage, we identify formal risks (including failure to comply with statutory obligations), communication risks (e.g. leaks to the media) and organisational risks (loss of key competencies, internal conflicts). We advise on how to minimise them, including through communication with employees, support for managers, and structuring of severance pay and loyalty benefits.

We create packages of documents necessary to carry out redundancies – notifications, draft agreements with the social party, notices of termination and communication to employees, selection matrices. We ensure consistency and transparency of internal communication and compliance with labour law requirements. In each case, we ensure legal security, but also flexibility – taking into account the client’s HR and image requirements.

We support our clients in their dealings with trade unions and employee representatives. We assist in collective agreement negotiations, helping to develop solutions that are satisfactory to both parties and minimise the risk of conflict escalation.

We advise on the creation of severance packages – including severance pay, additional benefits, and loyalty and confidentiality clauses. We take into account statutory obligations, internal company policy and potential risks related to discrimination or unequal treatment.

We ensure that the dismissal process complies with the GDPR – especially in the selection of employees, communication and archiving of HR data. We help to properly fulfil information obligations towards employees and authorities.

If redundancies result in claims from employees, we represent our clients in pre-trial negotiations and court proceedings. Our experience includes disputes concerning reinstatement, compensation, allegations of mobbing or discrimination, including in the context of incorrect selection of employees for dismissal. We effectively defend the interests of employers at every stage.