Our Website Uses Cookies 


We and the third parties that provide content, functionality, or business services on our website may use cookies to collect information about your browsing activities in order to provide you with more relevant content and promotional materials, on and off the website, and help us understand your interests and improve the website.


For more information, please contact us or consult our Privacy Notice.

Your binder contains too many pages, the maximum is 40.

We are unable to add this page to your binder, please try again later.

This page has been added to your binder.

COVID-19 and Workforce Reorganizations Part Two: Global Reductions in Force

November 24, 2020, Covington Alert

As large companies across the globe continue to navigate the ongoing COVID-19 pandemic, many are considering workforce reorganizations as a way to reduce costs in light of geopolitical and economic uncertainties, flagging demand, and a rapidly changing outlook for recovery.

Workforce reorganizations can take many forms; however, many companies will consider global involuntary separation programs or reductions in force (“RIFs”) / redundancies if initial job retention efforts or cost-saving measures such as voluntary separation programs have not proved sufficient to protect or re-size the business for anticipated future needs.

This alert highlights critical distinctions between international and U.S. RIF requirements and addresses:

  1. Employee Consultation, Consents, and Timing Issues
  2. Termination Rights
  3. Severance Payments
  4. Employee Benefits
  5. Release Agreements and Waivers
  6. Communications and Disclosures

Share this article: