Declared supernumerary. What to do?

Most people have probably heard of redundancy but do not know exactly what it means. In this article, we will explore the term redundancy and look at what you should do if you are facing reorganisation or redundancy. We will also look at how employees can deal with it. Let's start by understanding what is meant by redundancy and how you can avoid ending up in this situation.

If your job comes to an end, this could mean that you become redundant and there is an option for your employer to apply for your dismissal. But what exactly does this entail?

Redundancy can result from a number of different causes, such as poor business results. This sometimes makes it necessary for your employer to shed staff in order to save costs. Even when processes are optimised or there is a merger or takeover, this can lead to redundancy.

What should you do if you are supernumerary?

While it is not always necessary that it results in dismissal, there is the possibility that you and your employer will sit down together to look for alternative options for the same position. If the same position actually becomes available, then you will agree to this with your employer; should there be any doubts as to whether this desire is appropriate, always seek legal advice before final agreement!

Employers cannot simply lay off staff. In order to determine who is above average and who is eligible for dismissal, it is first necessary to look at which departments need to be cut. The 'reflection principle' is leading in this.

If you unfortunately fall within this selection, your employer will often offer a settlement agreement with the adjusted conditions under which you will be dismissed. In some cases, a dismissal permit via the UWV may also be required, after which the employer will always propose a settlement agreement to create as little resistance or the best conditions as possible.

Denounced and now what?

If your employer acts as a good employer, you may be able to use outplacement as an employer.

If your dismissal is approaching or has already taken place, outplacement can be an effective means of finding another job faster. With outplacement, you receive professional guidance in your search for a new job, as well as in starting up a self-employed activity.

When should you consider outplacement?

Outplacement is usually used in cases where (imminent) dismissal is imminent: whether through reorganisation or employer decision. Outplacement offers benefits for both parties: the employee receives appropriate advice and often finds work again faster, while the employer fulfils its responsibility to be a good employer. Your right to outplacement can usually be found in social plan/dissolution agreement.

Are you eligible for outplacement or are you an employer looking for outplacement? Then match the outplacement to the profile of your employees. On the website of CareerSolution Outplacement you will find all information on outplacement suitable for various jobs and sectors. Click on our logo to continue:

When dismissing through a reorganisation, the principle of attribution must be applied. This is done according to a fixed step-by-step plan:

Employer identifies functions in which to intervene:

The employer then looks at how many employees are working in this job.

Employees are divided into five age groups; 15 to 25 years, 25 to 35 years, 35 to 45 years, 45 to 55 years, and 55 years and above.

The proportion of the age group within the total is determined: The number of employees within the age group is divided by the total number of employees. The result is the percentage share.

The employer then determines how many employees in a position will become redundant.

The percentage set for each age group is multiplied by the number of supernumeraries. This is rounded off to whole numbers: For each age group, the number of supernumeraries is established.

For each age category, it is determined who should leave. These are the employees who joined last (Last in, First Out).

Want to know more about the possibilities of job-to-job routes in case of redundancy? Please contact contact with us for more information: