You are required to take appropriate measures for the rehiring of redundant employees, in cooperation with the National Employment Service and the representative union.
Appropriate measures for rehiring would be, for example, providing the employee with employment with another employer or assigning a redundant employee to another job.
If the employee refused such a measure, the termination of the employment agreement as redundancy could not be deemed unlawful. Also, if you offered the employee the conclusion of an annex to the employment agreement for another work position (because the need to work in the workplace where the employee was assigned ceased due to technological, economic, or organizational changes), and the employee refused, the termination would be lawful, of course, if all the previous steps have been followed.
Termination of the employment agreement for redundancy was also established in a situation when you cannot provide the employee with work in other positions, as well as when there are no conditions to apply other measures for rehiring redundant employees.
On the other hand, you would make a mistake if you made an employee redundant if at the time of the termination there was a vacancy that was adequate to the level of that employee’s qualifications, and you did not reassign the employee to that position.
An interesting fact is, that, if you were to provide the employee with employment with another employer, which would essentially resolve their employment status, you would not be obliged to pay severance.