In the current economic situation, companies are often asked to reorganise. A reorganisation is a complex process. It is very important that this process is done well so that your company can successfully make the required changes.
The employment law specialists at GMW lawyers can provide assistance and support with the reorganisation process. We do this from the perspective of employment law and in accordance with participation law, while also focusing on the consequences for the employees.
A company is always constantly changing, influenced by economic developments, product innovation and management decisions. These changes are often accompanied by changes in the organisation; reorganisation almost always has consequences for the employees. They may be confronted with dismissal, changes in the employment conditions, or a different place in the organisational arrangement of the business.
The employer is confronted with many aspects of employment law related to the reorganisation including;
We can support you with the reorganisation process and assist you during the various stages, always taking into account the aim of the reorganisation. Based on previous experience with reorganisations and all the related employment law aspects, the employment team at GMW lawyers can help you ensure a careful – and successful – reorganisation process.
GMW lawyers will be happy to help you with all your employment-related legal issues. If you have any questions, please contact us directly using the enquiry form below or +31 (0)70 3615048. Our pension and employment lawyers will be happy to support and advise you.
GMW lawyers will be happy to help you with all your employment law issues. Our lawyers assist both employers and employees.
Do you have a question? Please feel free to contact us.
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24 April 2025
Restructuring: selection based on suitability is permitted
How does an employer determine which employee is made redundant during a reorganisation? The reflection principle (in Dutch: afspiegelingsbeginsel) is the obvious statutory starting point.
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14 April 2025
Client or Employer?
Since January 1, 2025, the Dutch Tax Authority have resumed enforcement of payroll taxes, focusing on identifying false self-employment on the work floor.
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2 April 2025
Right of consent for works council in a group context
The works council has a legal right of consent when an employer plans to change a remuneration system.
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26 March 2025
Copying company information to a private email
In today’s digital workplace, employees generally have easier access to sensitive company information.
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18 March 2025
Holiday During Sick Leave: Is Permission Required?
What are the rights and obligations of employees who wish to go on holiday while on sick leave? In this blog, we explain the legal rules, the role of the company doctor, and the possible consequences if a sick employee goes on holiday without permission.
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17 March 2025
Obligations under the Collective Dismissal Notification Act
Under the Dutch Collective Dismissal Notification Act (WMCO), you are required to notify the Employment Insurance Agency (UWV) of the dismissal of 20 or more employees within three months. In this blog, we share some practical tips.
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5 March 2025
Building a paper trail in Dismissal Cases
Wherever people work together, employment relationships can be disrupted due to various circumstances. If an employer no longer wishes to continue an employment contract for this reason, the court will assess whether there is a valid ground for termination. In such cases, the dismissal file plays a crucial role.
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25 February 2025
Immediate Dismissal of a Sick Employee
During the first two years of an employee’s illness, an employer is generally not allowed to terminate the employment contract. However, there are exceptions to this rule. The dismissal protection does not apply if the sick employee is dismissed for urgent reasons, meaning they are dismissed on the spot (summary dismissal).
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12 February 2025
Gross misconduct by employer due to breach of reintegration obligations
An employer may request the court to terminate an employment contract on the grounds of a disrupted working relationship. In some cases, the court grants termination and concludes that the disruption resulted from gross misconduct by the employer. Such cases are exceptional.
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