The relationship with the works council is crucial to your company’s success.
The relationship with the works council is crucial to your company’s success.
The relationship with the works council is crucial to your company’s success. Effective employee participation is more than just complying with legal obligations. It is about finding the right balance between business interests and employee participation, between rapid decision-making and careful consultation.
Employee participation can make an important contribution to the success of your company. In our practice, we see that companies that involve the Works Council early on and in the right way often make better and more supported decisions. Our role is to help you set up this process as effectively as possible.
A good relationship with the Works Council is invaluable, particularly in the event of major changes such as reorganisations, acquisitions or international expansion. We help you develop a strategy that does justice to all interests while at the same time providing scope for decisive entrepreneurship.
The timing and design of a request for advice are often decisive for the success of a proposed decision. We guide you through the entire process: from the moment a decision arises to its implementation. In doing so, we not only consider the legal aspects, but also the practical feasibility and communication.
Our experience shows that many disputes can be avoided through good preparation and clear communication. We help you structure the process, formulate the right questions and manage expectations.
Employee participation poses additional challenges for international companies. Setting up a European Works Council, coordinating between different national employee participation bodies and aligning international decision-making processes require specific expertise.
We have extensive experience in guiding international employee participation processes, ensuring an approach that does justice to both local and international interests. From drafting EWC agreements to coordinating parallel consultation processes in different countries, we ensure a streamlined approach.
A large part of our work consists of preventing disputes. We advise on the establishment of employee participation structures, the drafting of agreements and the development of workable procedures. By making clear agreements about processes and communication, many problems can be prevented.
Some points we focus on in this regard are: clear agreements on processes and timelines, clear lines of communication, workable escalation procedures and a balance between formal and informal consultation.
