Mastering mass redundancies: legally compliant, fair - and humane

An article by Michael Hasler in HR Profi

Mass redundancies are also a reality in Switzerland. This makes it all the more important for companies to ensure that such processes are not only legally compliant, but also fair and empathetic. In his article, Michael Hasler, Managing Director of newplace AG, shows what is important in this respect.

This is based on the Swiss Code of Obligations (Art. 335d ff. CO), which provides for clear thresholds and a mandatory consultation obligation. Companies must inform those affected in good time, review proposals and involve the relevant RAV. Careful documentation and transparent communication are key here.

Preparation & planning

Examination of alternatives such as short-time working or internal transfers, clear time planning, a coordinated communication concept and the targeted preparation of managers. Support services for those affected and so-called „survivors“ should be planned at an early stage.

Implementation & terminations

Respectful discussions, clear information on the next steps and immediate offers of support help to cushion the emotional impact. At the same time, transparency and guidance are needed for the remaining employees.

Stabilization & reorientation

After the dismissals, it is crucial to maintain motivation and trust. Discussions about the future, team development and professional support for those made redundant - for example through outplacement - are decisive success factors.

Conclusion: Early planning, transparent communication and the conscious assumption of social responsibility not only strengthen those affected, but also the organization as a whole.

👉 Read the full article here