Operational changes (LA5)
Collective agreements and regulations regarding operational procedures differ between the countries where Vattenfall operates.
- In Germany, the Human Resources department is closely engaged in extensive restructuring processes, e.g., by answering questions concerning labour law. Communication campaigns and change management activities depend on the complexity of the restructuring process. Vattenfall is obligated to inform the works council in a comprehensive manner about all relevant company-related matters, and the works council has the right to be consulted about specific strategic decisions and company changes. Vattenfall acts in accordance with the Works Council Constitution Act.
- In Finland, operational changes are partly regulated by collective agreements, but mostly by law, and terms of notice range from 1 to 6 weeks, depending on the employee’s length of employment.
- In Sweden, operational changes are partly regulated by collective agreements, but also by the Co-determination Act (MBL), and terms of notice vary from 1 to 12 months.
- In Denmark, the handling of significant changes in operations are regulated by the Salaried Employees Act (Funktionærloven), and notices must be given on an individual level.
- In Poland, Vattenfall generally informs unions or work councils in advance with a reasonable time frame – usually 10–12 weeks in advance. If a reduction concerns more than 10% of the workforce, there is a special procedure that needs to be followed in co-operation with trade unions.
