If the change in structure or technology affects the employment of many employees, the employer shall formulate and implement a labor utilization plan in accordance with Article 44 of the 2019 Labor Code. If new jobs are being created, priority shall be given to retraining existing employees for continued employment.
Should there be more than one employee facing the risk of unemployment or being dismissed for economic reasons, the employer shall formulate and implement a labor utilization plan in accordance with Article 44 of 2019 the Labor Code.
If the employer cannot find a solution regarding the lost jobs and has to lay off employees, the employer shall pay job-loss allowances to the employees in accordance with Article 47 of the 2019 Labor Code.
The dismissal of employees shall be implemented only after discussion with the grassroots-level employees’ representative organization of which the employees are members, and the employer must notify the provincial-level People’s Committee and the employees 30 days in advance.