Based on TUPE regulation, any redundancies of more than 20 require a consultation process.
“ If both your current and new employers agree, they can start collective consultation before the transfer. It must start at least 30 days before anyone is made redundant. ”
No consultation has started, and based on the Company All Hands info, it looks like UK employees will be in the ‘no decision’ bucket, with any redundancies happening at the earliest 30th October + 30days
@wnc+1oAKlkPY "Then statutory leave and severance so BC can cut out expense by Q2 2024."
This is a wild assumption. You are just scaring people with baseless assumptions.
Most of the European labour markets require consultation with workers councils and govt agencies so most likely these countries will be the "undefined" category with consultations starting in earnest in November for a layoff notification in the very early part of 2024 at the latest. Then statutory leave and severance so BC can cut out expense by Q2 2024.
As for the comments around France, Germany, Italy and other geos not being able to make people redundant, keep in mind that this ONLY relevant to the people working in the local market - e.g. any of the "overhead" or "shared" resources - regional, EMEA, Global - can all be made redundant due to reorganisation even if there is no financial issue at hand. VMware like most companies has a skeleton crew in GEO compared to the overall staffing in support of the GEO. Look at Workday and count the direct reports to the Country Manager vs. all staffed in the Country - it is shocking... Broadcom will take full advantage of this type of book-keeping, run their playbook a few months later than in the US, India and other GEO's and make the cuts fast and deep. It's what they do and who they are. They are sharks.
https://youtube.com/clip/UgkxBeail_2995iERrwdHsXV88sXwkei8mRC?feature=shared
France might even be worse than some places under the guise of better policy
In the UK it could be more like 45 days if they make more than 100 people redundant, which is likely IMO.
(https://qlaw.co.uk/employment-law/redundancy-what-is-a-consultation-period/#:~:text=Where%20it%E2%80%99s%20proposed%20to%20make%20more%20than%20100%20employees%20redundant%2C%20the%20consultation%20period%20should%20start%20at%20least%2045%20days%20before%20any%20dismissals.)
Regarding French regulation... A company buyout deal cannot justify layoffs in France, and the law makes it clear that the buying company has to keep permanent employees (https://www.alvo.market/blog/licenciement-en-cas-de-cession-dentreprise#:~:text=Une%20transmission%20ou%20une%20cession,leurs%20situations%20et%20leurs%20avantages.)
From here I believe BC does not have a lot of options: as FR outperformed in FY24 it would be hard for them to carry out layoffs for economic reasons. They can announce a voluntary departure plan or try to negotiate a mutually agreed termination. In that case it could be interesting to get legal support to make the most of the situation...
What about France, anyone can share insights? Would anyone now what's the VMware severance guidelines for France ?
Can any former CA or Symantec employees based in Europe share their experiencie please?
Like in the UK, Ireland also requires a 30-day consultation period in which lay-offs cannot happen.
I am no legal expert, but my understanding is that if they plan to lay-off people on the 30th October, redundancy risk letters and the formal consultation period should start by the end of September.
They could consult the start of October.
It would have been helpful if they stated the countries that will not hear before. It's not hard to make a list of the 60 impacted countries and say X will hear after, Y will hear before.
My team in Germany and Italy say same