CORPORATE LAW
Reorganizations and Mergers (Corporate Employment Law)
Reorganisation or merger involving job losses? We draft the reorganisation plan and guide the works council and UWV process – with predictable costs per departing employee where that fits.
Reorganisation plan
A well-prepared reorganisation plan is essential for the employer. It covers possible redeployment, the selection criteria for employees put forward for dismissal, the timing and manner of communication, the termination of employment contracts and any severance arrangement.
We draft this plan and guide its implementation together with HR and the board.
Fixed price per departing employee
The cost of a reorganisation we guide is, in many cases, predictable. That cost covers the reorganisation plan, dismissal applications, the UWV procedure, the settlement agreement and negotiation with the employee.
For EUR 1,950 excluding VAT per departing employee, we advise and assist – transparent and with no surprises in scope. See rates for hourly rates on assignments that fall outside this scope.
Collective dismissal and the works council
In reorganisations where twenty or more employment contracts are terminated, the works council or employee representative body (where one exists) must be consulted, and the relevant trade unions must be informed.
Our lawyers are experienced in advising on and guiding reorganisations and works council rights.
Selection criteria and the social plan
Selection criteria must be objective and non-discriminatory. The social plan sets out compensation and support. We review FIFO/LIFO, job categories and deviating arrangements.
Merger and transfer of undertaking
In a merger or acquisition, personnel transfer and transfer of undertaking play a role alongside the reorganisation itself. We align corporate and employment-law steps during due diligence and after closing.
UWV and settlement agreements
Dismissal on request, collective dismissal and individual termination each require their own route. We coordinate UWV notifications, dismissal applications and settlement agreements.
Directors and management
Reorganisations often affect the board too. Director dismissal runs alongside the collective process – we keep the communication consistent.
Communication to staff
Legal steps and internal communication run in parallel. We help with timelines, FAQs and legally sound letters so that ad hoc decisions are not taken that are later challenged.
Link to our broader reorganisation hub
For the broader framework on reorganisations, the social plan and negotiation, see also reorganisations on our site.
Live practice
We guide employers through merger integration, closing locations, outsourcing and collective dismissal rounds – often under time pressure from the works council or a transaction.
Employer perspective on reorganizations and mergers
As an employer, you want predictable costs, manageable risks and documentation that holds up under inspection or in a dispute. We translate reorganizations and mergers into concrete steps for HR, the board and managers, with templates where that helps.
That prevents ad hoc decisions that are later challenged or lead to unnecessary proceedings.
Employee perspective on reorganizations and mergers
As an employee, you want to know what you are entitled to and which steps make sense before you sign or litigate. We review documents, negotiate terms and guide proceedings when necessary.
Executives, professionals and skilled staff value our direct line of contact and clear explanations, in English too.
Documentation and evidence
In reorganizations and mergers, emails, minutes, contracts and arrangements all count – not just formal letters. We take stock of what the parties actually agreed and what burden of proof applies in negotiation or proceedings.
Strong documentation strengthens your position early in the process.
Works council, trade union and collective agreement
Collective rules via the works council, a trade union or collective labour agreement law can colour reorganizations and mergers. We determine which procedures are mandatory and prepare advice or consent requests.
Mistakes in employee participation can later make decisions open to challenge.
Negotiating vs. litigating
Not every dispute around reorganizations and mergers needs to go to court. Mediation or targeted negotiation can be faster and cheaper – we give honest advice on which route fits your goal and relationships.
If proceedings are necessary, we build a file that holds up before the subdistrict court or the UWV.
International and group context
International groups, holding companies and expats add secondment clauses, foreign entities and English-language contracts to the picture. We review reorganizations and mergers in a group context and coordinate with foreign counsel where needed.
Due diligence and transactions
In an acquisition, merger or reorganisation, due diligence is at play: which claims, which contracts and which personnel risks carry over? We flag issues early so the purchase price and guarantees are correct.
Current developments and case law
Reorganizations and mergers follow new legislation and case law. We update our advice and templates to the current line – so you don't rely on outdated strategies that no longer hold up in 2026.
Working with HR and advisers
HR, payroll, tax specialists, occupational health services and company doctors are often involved in reorganizations and mergers. We coordinate the legal steps with your internal team and external advisers – one line, no conflicting advice.
First step in reorganizations and mergers
Do you have a specific question about reorganizations and mergers? Get in touch via contact or call +31 10 249 24 44. We discuss scope and planning transparently before we start – often the same working day if it is urgent.
See also Reorganisations and Corporate law for the broader framework.
Practical checklist for reorganizations and mergers
For reorganizations and mergers, we start with the facts, the goal and the deadlines. We take stock of documents, speak with HR or the board, and give a first route within the intake – negotiation, proceedings or compliance steps.
That way you know exactly what is on your plate for the coming week.
Fees and planning
We discuss scope and fees in advance. For reorganizations and mergers we often work on a project basis or hourly rate – transparent, with no surprises on the invoice afterwards.
Live practice at Sørensen Advocaten
Our live practice at sorensenadvocaten.nl shows that clients mainly seek help with concrete conflicts and looming deadlines. We combine speed with careful documentation – built on years of experience in employment law and corporate law.
Sørensen Advocaten and reorganizations and mergers
Employers, HR and professionals engage us for reorganizations and mergers for fast review, documents and negotiation. We work from Rotterdam for clients in the Netherlands and beyond, with fixed points of contact and short lines of communication. Get in touch via contact or call +31 10 249 24 44 if you have a specific question.
When do you need a lawyer?
In the case of an announced reorganisation, a merger, the closure of a department, or when twenty or more jobs are at risk.
Our approach
Plan first, then execute: we structure the works council, UWV and individual tracks with predictable costs wherever possible.
Frequently asked questions
When should I seek legal advice?
As soon as there is a concrete proposal, conflict, deadline or uncertainty. Early advice prevents your position from being weakened unnecessarily.
Can Sørensen Advocaten also negotiate?
Yes. In many cases, negotiation is the fastest route. We combine legal analysis with a practical strategy.
Are proceedings always necessary?
No. Advice, correspondence, mediation or a formal settlement are often enough.
Do you only work in Rotterdam?
No. Our office is in Rotterdam; we help clients throughout the Netherlands.
Do you work in English?
Yes, for international groups and transactions where that is needed.
How quickly can you respond?
Often the same working day in urgent cases. We discuss scope and planning in advance.
What does guidance cost per departing employee?
In many cases EUR 1,950 excl. VAT per employee for the plan, UWV, settlement agreement and negotiation – we discuss scope in advance.
When is works-council consent required?
That depends on the measure; we categorise the intended steps and prepare works-council documentation.