Are you planning a large number of redundancies in your company? If so, you are obliged under certain conditions to notify (report) the Employment Agency in writing in advance. This also applies if you give notice of a change of employment, offer termination agreements or dismiss employees at your instigation. You cannot make up the notice of dismissal at a later date. The date from which the obligation to give notice applies depends on the size of your company and the number of redundancies. If there is a works council in your company, you must inform it in writing about your plans before notifying the Employment Agency. Together with the works council, you must discuss how redundancies can be prevented and their consequences minimised. You must provide the works council with the following information: Reasons for planned redundancies, the number and occupational categories of employees to be made redundant, number and occupational groups of workers to be made redundant, the period during which the redundancies are to be made, the criteria envisaged for the selection of the workers to be made redundant, the criteria envisaged for calculating any redundancy payments. Exempt from the obligation to notify redundancies are: Small businesses generally employing up to 20 employees, seasonal and campaign establishments in the case of redundancies, due to the nature of these establishments (end of season/end of campaign). However, if seasonal and campaign establishments make redundancies for other reasons (for example, before the end of the season or due to closure of the establishment), they are subject to the notification requirement. If your company belongs to the construction industry and you receive seasonal short-time allowance, you must also report the dismissals.