ERE · ERTE · Business
Workforce restructuring, ERE and ERTE.
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Collective measures require a strategy that connects the grounds, supporting documents, consultation and defence. The aim is not merely to process the measure, but to support it with a coherent method.
MeasuresERE and ERTE
ProcessConsultation period
KeyDocumented grounds
When to seek advice
Advice should begin before the measure is announced. The company needs to organise the grounds, define the scope, prepare the documents, anticipate the negotiation and consider possible challenges.
Advice is also useful when alternatives are being considered, such as substantial changes, mobility, suspensions, reduced hours or collective agreements.
How the firm works
The background, economic or organisational documents, timetable, stakeholders and legal narrative are reviewed. This produces a roadmap that can be negotiated and traced.
During implementation, minutes, communications, proposals, selection criteria and internal consistency are carefully managed. Any later defence begins with this preparatory work.
Frequently asked questions
What is reviewed before a workforce restructuring?
The grounds, documents, affected employees, timetable, stakeholders, alternatives and risk of challenge.
Does the consultation period require preparation?
Yes. Preparation supports a clear negotiating position and reduces documentary contradictions.
Can you defend the measure if it is challenged?
Yes. The firm can represent the company in court or administrative proceedings relating to the adopted measure.