After change negotiations, the employer must inform the parties to the negotiations of the decisions the employer is considering.
As a general rule, a decision has not yet been taken at this stage, and it is therefore neither possible nor necessary to identify the employees to be affected by the measures.
Instead, the report should indicate the number of employees to be affected by the measures by activity or category of personnel, the duration of lay-offs and the time frame within which the employer intends to implement its decision. The purpose of communication is to alleviate uncertainty among personnel about the progress of the matter and to determine, as far as possible, the time frame within which decisions on the basis of the change negotiations will be taken at the latest.
As the decisions are being considered by the employer, the information provided may not be final, and predictions may differ from the measures to be taken.