Diagnosis & Book I
Analysis of the economic situation, justification of the grounds, drafting of Book I (grounds, projected organisation, timeline).
→ Employment · Sub-expertise
The redundancy plan (PSE) is mandatory for companies with at least 50 employees contemplating at least 10 economic dismissals over 30 days. It is a complete corporate project: legal, HR, economic, and social. We assist employers and employee representatives in designing, negotiating, and securing the redundancy plan.
→ What we cover
Analysis of the economic situation, justification of the grounds, drafting of Book I (grounds, projected organisation, timeline).
Construction of the redundancy plan itself: internal and external redeployment measures, support measures (training, mobility, indemnities), priority for rehiring.
Conduct of the consultation meetings, appointment of a chartered accountant by the CSE, handling of the CSE's questions and opinion, on a strictly regulated timeline.
Negotiation of a majority collective agreement carrying the PSE, as an alternative to the unilateral approved procedure. Enhanced legal certainty.
Preparation of the validation file (agreement) or approval file (unilateral document) submitted to the DREETS (labour authority), handling of exchanges and any additional information requested.
Notification of dismissals, roll-out of the PSE measures, monitoring of redeployment, handling of any individual disputes.
→ Our approach
01
Economic diagnosis, construction of the project, drafting of Books I and II, calibration of the PSE measures.
02
Convening of the works council (CSE), conduct of the meetings, management of the expert review, negotiation of a collective agreement where applicable.
03
Submission to the DREETS, handling of exchanges, obtaining the decision (validation for an agreement, approval for a unilateral document).
04
Notification of dismissals, roll-out of the measures, monitoring of redeployment, defence in the event of individual or collective litigation.
→ Who we help
Construction of a PSE for an industrial reorganisation: economic justification, calibration of the scope, negotiation with the trade unions for a majority agreement.
PSE associated with a partial sale: articulation with the buyer, handling of automatic transfers (Art. L. 1224-1), redeployment and support measures.
Representation of a company facing a union challenge to the validation/approval decision, or defence against individual challenges by dismissed employees.
Implementation of a voluntary departure plan within a reorganisation: eligibility conditions, incentive measures, articulation with the standard PSE in the event of insufficient departures.
→ Q&A
For companies with at least 50 employees contemplating at least 10 dismissals on economic grounds over 30 days. Below these thresholds, lighter procedures apply (simple information-consultation, order of dismissals). The crossing of thresholds is verified rigorously.
A majority agreement signed with the trade unions offers greater legal certainty (simpler DREETS validation, more limited litigation). A unilateral document requires a more demanding approval process. The choice depends on the union context and the complexity of the case.
Between 3 and 6 months, sometimes longer depending on complexity. The main stages: preparation (1-2 months), information-consultation and negotiation (2-4 months depending on the statutory deadlines), validation/approval (15-21 days), notification, and implementation. The timeline must be very precisely planned.
Mandatory measures: internal redeployment (positions available in the company/group), priority for rehiring. Usual measures: above-statutory indemnities, training, redeployment leave, business-creation support, geographical mobility, individual support. The content is negotiated to ensure the quality of the plan.
→ Go further
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