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Collective Redundancy and Protected Groups: Additional Rules for Employers in Tilburg

In cases of collective redundancy in Tilburg, additional protection applies to vulnerable groups through the reflection principle and UWV assessment. The works council, WMR, and local Chamber of Commerce play a crucial role.

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Collective Redundancy and Protected Groups: Additional Rules for Employers in Tilburg

During reorganisations in Tilburg, stricter rules apply to the dismissal of protected employees. What do employers in Tilburg's textile and manufacturing industries need to know about the Dutch Human Rights Act and collective redundancy procedures?

Dutch Human Rights Act (WMR)

The Dutch Human Rights Act (WMR) prohibits discrimination in redundancy procedures on discriminatory grounds. In cases of collective redundancy (20+ employees) in the Tilburg region, the Employee Insurance Agency (UWV) must apply the reflection principle, prioritising protected groups such as pregnant employees, workers over 50, and employees with disabilities. Local businesses in the Spoorzone area and around Tilburg University often encounter this during downsizing in the high-tech sector.

Procedural Steps in Tilburg

  • Restructuring Plan: Justify selection criteria and involve local trade unions such as FNV in Tilburg.
  • Works Council Advice: Mandatory consultation with the works council, often reinforced by input from the Chamber of Commerce Midden-Brabant.
  • UWV Assessment: Strict scrutiny of unfair selection by the UWV office in Tilburg, with a focus on regional employment.

Non-compliance may result in nullification, substantial fines, and potential claims through the subdistrict court in Tilburg. Companies such as textile producers in the port area have learned this the hard way during recent reorganisations. Employers in Tilburg: always consult a local employment lawyer. (218 words)