The shortening of change negotiation periods requires effective change management
The reform of the Co-operation Act, coming into effect in July 2025, brings significant changes that will directly impact how organisations prepare for and implement personnel-related changes. While the reform aims to reduce the administrative burden, especially for SMEs, it also challenges organisations to renew their change management practices.
The importance of preparation is emphasised as negotiation periods are cut in half
Negotiation periods will be halved: in cases involving fewer than 10 lay-offs, the negotiation period will now be 7 days, and in cases involving more than 10 lay-offs, it will be 21 days. At the same time, the applicability threshold for the Co-operation Act will rise to 50 employees. However, smaller companies with 20–49 employees will still be required to engage in dialogue and conduct change negotiations in certain extensive redundancy situations.
It is important to note, however, that the new Co-operation Act still requires and allows sufficient time to fulfil the negotiation obligation. In practice, this means that organisations must place even greater emphasis on thorough pre-planning and preparation, not because there is too little time, but because the success of the negotiations depends on being well prepared.
The importance of preparation is emphasised as negotiation periods are cut in half
Negotiation periods will be halved: in cases involving fewer than 10 lay-offs, the negotiation period will now be 7 days, and in cases involving more than 10 lay-offs, it will be 21 days. At the same time, the applicability threshold for the Co-operation Act will rise to 50 employees. However, smaller companies with 20–49 employees will still be required to engage in dialogue and conduct change negotiations in certain extensive redundancy situations.
It is important to note, however, that the new Co-operation Act still requires and allows sufficient time to fulfil the negotiation obligation. In practice, this means that organisations must place even greater emphasis on thorough pre-planning and preparation, not because there is too little time, but because the success of the negotiations depends on being well prepared.
The importance of preparation is emphasised as negotiation periods are cut in half
Negotiation periods will be halved: in cases involving fewer than 10 lay-offs, the negotiation period will now be 7 days, and in cases involving more than 10 lay-offs, it will be 21 days. At the same time, the applicability threshold for the Co-operation Act will rise to 50 employees. However, smaller companies with 20–49 employees will still be required to engage in dialogue and conduct change negotiations in certain extensive redundancy situations.
It is important to note, however, that the new Co-operation Act still requires and allows sufficient time to fulfil the negotiation obligation. In practice, this means that organisations must place even greater emphasis on thorough pre-planning and preparation, not because there is too little time, but because the success of the negotiations depends on being well prepared.
The importance of preparation is emphasised as negotiation periods are cut in half
Negotiation periods will be halved: in cases involving fewer than 10 lay-offs, the negotiation period will now be 7 days, and in cases involving more than 10 lay-offs, it will be 21 days. At the same time, the applicability threshold for the Co-operation Act will rise to 50 employees. However, smaller companies with 20–49 employees will still be required to engage in dialogue and conduct change negotiations in certain extensive redundancy situations.
It is important to note, however, that the new Co-operation Act still requires and allows sufficient time to fulfil the negotiation obligation. In practice, this means that organisations must place even greater emphasis on thorough pre-planning and preparation, not because there is too little time, but because the success of the negotiations depends on being well prepared.
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The importance of preparation is emphasised as negotiation periods are cut in half
Negotiation periods will be halved: in cases involving fewer than 10 lay-offs, the negotiation period will now be 7 days, and in cases involving more than 10 lay-offs, it will be 21 days. At the same time, the applicability threshold for the Co-operation Act will rise to 50 employees. However, smaller companies with 20–49 employees will still be required to engage in dialogue and conduct change negotiations in certain extensive redundancy situations.
It is important to note, however, that the new Co-operation Act still requires and allows sufficient time to fulfil the negotiation obligation. In practice, this means that organisations must place even greater emphasis on thorough pre-planning and preparation, not because there is too little time, but because the success of the negotiations depends on being well prepared.
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