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Plan workforce changes with the consultation, notification and individual employment processes built into the transaction timetable.
What we help you decide
Restructure the workforce. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
A coordinated project
Closures, relocations, outsourcing and reductions in headcount can engage several regimes at once. Identify the relevant establishment, affected groups, timetable and decision-making bodies before announcing a final implementation date. Consultation must be meaningful and supported by consistent information.
Collective and individual workstreams
Reconciliation-of-interests negotiations, a social plan, collective redundancy consultation and notification, and individual dismissals have distinct functions. Completing one does not automatically satisfy the others. Particular care is needed when counting affected employees and measures within the relevant period.
Alternatives and implementation
Consider redeployment, training, voluntary exits, working-time changes and transfer arrangements. Model cost and operational continuity alongside legal risk. Documents used with the works council, employment agency and individual employees must describe the same underlying project accurately.
Practical example
A group centralises finance functions across three German entities. We map the establishments and consultation responsibilities, examine whether a transfer of undertaking is involved, and build a timetable with decision points for negotiations and notices.
Documents for an initial review
- Business rationale and target organisation
- Entity and establishment structure
- Affected roles, headcount and proposed dates
- Collective agreements and existing social plans
Related advice
Works councils and co-determination · Business transfers and employment due diligence · Employment in insolvency and special situations · All employment law services · Discuss your matter
Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.