3 ms·
Not sure which part of Europe you are referencing, but from the layoffs I've seen and heard of (DACH) the procedure was always to lock the person out immediatel
by glitchalumni 3y ago
Not sure which part of Europe you are referencing, but from the layoffs I've seen and heard of (DACH) the procedure was always to lock the person out immediately after the layoff call/meeting. If that's good or bad is rather subjective, personally I would rather walk out the door right after.
One might have enough time to send their farewells, but that's about it - you are still getting payed until the end of the notice period of course. (let's not talk about severance packages, they are either non existent or a joke - you often also have to sign an NDA prohibiting you to talk about the package and the layoff in general).
So basically companies pull the same questionable stuff in Europe as well, it's far from the fairytale you sometimes read about. (there are always exceptions ofc)
- wouldbecouldbe 3y agoNot sure, I haven't seen mass layoffs, but individual ones. Normally it's a contract ending not being renewed, or the trial period, often the employee is then still active for 1-3 months; till the contract ends. It's rare it's immediate and if it is there needs be an agreed fee for termination.
- rad_gruchalski 3y ago> you often also have to sign an NDA you don't have to, that they arm wrest you, sure, but you don't have to do anything
- deleted 3y ago[deleted]
- glitchalumni 3y agoSure, you can always say no to a couple of grand. (referring to voluntary severance packages, not whatever the legal construct of your country guarantees - which btw is a laughable amount most of the time)
- e12e 3y agoAt least in Norway the guiding principle in law is that the employee can and must work out the grace period, and locking an employee out is illegal. It's possible to mutually agree to exceptions or be granted an exception - but the latter is rare.