As Wayfair plans to close its German branch by the end of September, many employees are facing significant challenges. The proposed winding-up agreements could force some employees to continue working until October 2025, without the opportunity to reorient themselves in the job market. This situation not only hinders their professional future but also affects the work atmosphere among employees working solely for a severance package.
At Rotwang Law, we understand the difficulties you are facing and are here to help. Our mission is to protect your rights and negotiate fair severance packages and early release. Here are some key points to consider:
The Problem with Winding-Up Agreements
The proposed agreements force employees to work for an extended period without the chance to reorient themselves in the job market. If they leave early, they lose their entitlement to severance pay. This situation is legally contestable and can severely impact your professional future.
Key Considerations for Affected Employees
Job Market Situation
The global economic downturn and the increased pool of competing candidates due to recent layoffs make job searching more challenging than ever.
Extended Working Phase
Signing the winding-up agreement means you may have to work up to 8 1/2 months before the release phase begins. Finding a new job during this period is difficult, and leaving early means losing your severance pay.
Short Release Phase
The stressful nature of work at Wayfair, often involving overtime, makes job searching during the working phase impossible. The short release phase leaves little time for job preparation and searching.
Lack of Social Consideration
The severance pay does not take into account the social situation of employees, such as maintenance obligations, visa difficulties, or ongoing naturalization processes.
Inconsistent Severance Calculation
The factor used to calculate severance pay varies greatly, leading to unfair outcomes for many employees.
Bonus Exclusion
The agreements are based only on the base salary, excluding significant bonuses that can make up a large portion of the total salary. This affects both the severance pay and the salary during the release phase.
Our Commitment to You
At Rotwang Law, we offer free and non-binding consultations on terminations and represent employees individually and strongly in court. Our goal is to ensure you receive what you are entitled to and to negotiate better conditions for you.
Act Now
Employees must act quickly. If the termination is not legally challenged within three weeks, it is considered valid. Contact us today to schedule your consultation and secure your future.
