In which cases should a transition agreement be put in place? Is it preferable to negotiate an anticipatory substitution agreement? Which social status applies after a merger/ spin-off/ partial transfer of assets? What consequences does a retroactively-effective merger have on profit-sharing?
Which procedure needs to be implemented when making more than 10 employees redundant for economic reasons? How is a collective contractual termination applied? How to determine the job positions impacted by a collective contractual termination?
How can a reorganisation be carried out in the absence of any economic difficulty?
How to negotiate a collective performance agreement?
Whether it’s a merger-acquisition, demerger, partial transfer of assets or reorganisation due to economic difficulties (job preservation or voluntary redundancy scheme), ELSE puts its technical and strategic expertise at its clients’ disposal throughout the restructuring process.
Social impact studies: costed estimation of the harmonizing of collective statutes, employee salaries, working hours, staff representative bodies, employee savings schemes, benefit schemes…
Individual and collective redundancies for economic reasons: identifying the economic basis, procedural calendar, drawing up documents, consulting with works council, calculating severance payments and evaluating industrial tribunal litigation risks.
Job preservation schemes (PSE)/ Voluntary redundancy schemes (PDV): economic report and measures included in the PSE, procedural calendar, agreement on methods, consulting with works council/European works council, redeployment procedure, termination notices, PSE follow-up and assisting with litigation.