Conduct social plan negotiations correctly

It is important to be well prepared in case of need. After all, it is difficult to conduct social plan negotiations under pressure of time and demands in an already tense relationship. And usually results in worse solutions for everyone. Packing the social plan only with financial compensation is easy for the company, but expensive. And not very helpful for the employees. Appropriate support measures in the form of coaching, outplacement or an internal job center provide targeted support for the employees concerned. Ideally, this can prevent the employee from becoming unemployed.

What needs to be considered during social plan negotiations?

Creating a social plan does not mean that it is valid!
This is because a statutory social plan is only valid if it has actually been negotiated with the employee side and both sides conclude it with an accepted result. If the workforce does not agree to the social compensation plan, it can be enforced through a court of arbitration and imposed on the employer.
The employer must therefore sit down with the employee side and negotiate the benefits of the social plan. Employee representation makes negotiations much easier. Here, discussions can be held in a manageable circle with people who have an understanding of business management and are committed to the interests of the company and its employees, without having to negotiate with the entire workforce.

What other advantages does employee representation have? How do companies that do not have employee representation behave?

These and other interesting questions on the subject of social plan negotiations are answered by our Expert Brigitte Kraus

This might also interest you:

• Tips and information on the subject of social plans
• No fear of employee representation
• What added value does outplacement have for employers?
• Why do we find separation so difficult?

We are happy to support you in developing your social plan!