Nidec Arisa accepts 26 voluntary departures and halves forced layoffs in its ERE

Nidec Arisa has accepted 26 of the 35 requests for voluntary departure from the ERE, which reduces forced layoffs to 50% of the 56 initially planned.

Nidec Arisa announced this Tuesday that, out of the total of 56 layoffs initially proposed in its Employment Regulation File (ERE), it has received 35 requests for voluntary departure. Of these, the company has accepted 26, rejecting the other 9 for organisational and productive reasons that, according to the company, necessitate the retention of those positions.

With this acceptance, the number of forced layoffs is significantly reduced: they now represent approximately 50% of the initially planned departures. The company explained that this measure minimises the social impact and the traumatic nature of collective dismissal, by allowing a significant portion of the departures to occur voluntarily.

Departure schedule and compensations

As a general criterion, the layoffs will occur between 15 July and 31 August, although exceptionally some may be extended until 15 September to ensure the completion of already initiated projects. The agreement stipulates that, if organisational needs require it, the layoffs may be executed until 31 December.

In cases where the legal notice period cannot be respected, the company will pay the corresponding financial compensation, which will be regularised and included in the settlement and final payment of each worker. The company has announced that it will contact each affected individual by phone to inform them of the effective date of termination of their contract.

Union oversight and compliance with the agreement

UGT FICA, the majority union on the committee, has positively assessed that the process has allowed for a high number of voluntary requests, thus reducing the scope of forced layoffs and mitigating the impact on the workforce. However, the union has warned that it will remain vigilant to ensure strict compliance with the agreement reached.

To this end, UGT FICA will carry out ongoing monitoring through the Monitoring Commission provided for in the agreement, supervising that all measures are applied as agreed and defending the rights and interests of the workforce at all times.

For the affected workers, it is crucial to know that, although most of the departures are concentrated in summer, the deadline extends until the end of the year. Furthermore, those who do not receive the legal notice will be entitled to an extra compensation included in the final payment. Union monitoring will be the tool to ensure that the company complies with every point of the agreement.