Wayfair - Sends notice to employees and files unfair winding up agreement

Wayfair appears to be planning to liquidate its German subsidiary as quickly as possible, with significant disadvantages for the employees affected. The proposed winding up agreements could seriously affect the rights of the employees, who will have to continue working without being able to effectively prepare themselves for their professional future.

Verfasst von Rechtsanwalt Martin Bechert 14. Januar 2025 · Aktualisiert: 18. Januar 2025

What affected workers should consider

  • The state of the job market:

The downturn in the global economy has resulted in many layoffs in other compnies over the last 2 years. The job search process is much longer and more difficult than before due to the increased pool of competing candidates.

  • too long a working period

If an employee decides to sign the settlement agreement, they will be forced to continue working until October 2025. If they find a new job before then, they will not be able to leave Wayfair early without losing their severance pay. Many employees are also rightly concerned about what the atmosphere will be like when everyone is going to work just to get their severance, and how that will affect their lives and health.

  • too short a notice period:

Working at Wayfair has typically been very stressful and, in many cases, has involved working overtime. This is not likely to change in the future. Looking for a job during the phase-out period until October 2025 is therefore impossible. Because people will have to continue working as normal for the next few months and will only be released from work for a few months after that, they will not have time to look for a new job and prepare for it.

  • No social component in severance payment

The factors used to calculate the payment amounts in the liquidation agreements vary considerably. Every individual offer should be checked, because it is possible that your calculations should be higher. For example, employee maintenance obligations towards children do not seem to have played a role here and should be claimed in addition.

WARNING:

Employees must act now! If the dismissal is not challenged in court within three weeks, it will be deemed effective!

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