08/06/2026
๐ ๐ซ๐๐ฌ๐ญ๐ซ๐ฎ๐๐ญ๐ฎ๐ซ๐ข๐ง๐ ๐๐๐๐ข๐ฌ๐ข๐จ๐ง ๐ฆ๐๐ฒ ๐๐ ๐ฅ๐๐ ๐ข๐ญ๐ข๐ฆ๐๐ญ๐. ๐ ๐๐ฅ๐๐ฐ๐๐ ๐ฉ๐ซ๐จ๐๐๐ฌ๐ฌ ๐ซ๐๐ซ๐๐ฅ๐ฒ ๐ข๐ฌ.
In Romania, collective redundancy procedures come with strict legal requirements. And when disputes reach the courts, the focus is often not on the business rationale behind the reorganization, but on how the process was handled: incomplete documentation, unrealistic timelines, or consultation obligations that were overlooked.
One issue that frequently catches employers by surprise is the absence of a trade union or employee representatives. In practice, this does not eliminate the employer's obligation to ensure a genuine and properly documented consultation process.
As restructuring initiatives become increasingly common across industries, employers should pay close attention not only to the decision itself, but also to the way it is substantiated, planned, and implemented.
In their latest article, our colleagues from the Employment team, ๐๐๐ญ๐๐ฅ๐ข๐ง ๐๐จ๐ฆ๐๐ง and ๐๐ฅ๐๐ฑ๐๐ง๐๐ซ๐ ๐๐๐๐ฎ๐ซ๐๐ซ๐ฎ, explore several practical considerations that can help employers navigate collective redundancy procedures while mitigating legal risks.
Read the full article below:
Collective redundancies: key legal and practical issues for employers, covering consultation duties, justification and procedural compliance.