When Forward-Looking Management Joins The Negotiations…

Large collective redundancies in France are subject to a complex procedure, which implies the information and consultation of the works council or, failing such, the employee representatives, prior to any definitive decision. The employer must also justify its decision with valid economic grounds. Moreover, an employer must establish a collective redundancy plan¹ (plan de sauvegarde de l'emploi) in the event of the contemplated redundancy of 10 or more employees in a company with 50 or more employees over a 30-day period.

With a view to reducing the number of economic redundancies and anticipating restructurings, the law of January 18, 2005 requires that companies with at least 300 employees set up every three years negotiations on forward-looking labor force and skills management² (gestion prévisionnelle des emplois et des compétences – hereinafter "GPEC").