Abstract
Concerning technological changes: They have to have consequences on a company's jobs. It is not justified if it is only about a change of software. In this case, the company will have to adapt the employees to the technological evolutions.
Concerning reorganization of the company:
The employer can use redundancy only if the reorganization is necessary to protect the competitiveness of the company.
Concerning the suspension of activities: According to the Case Law, the suspension of activities can cause redundancy if it is not a temporary measure and if it is not caused by the employer's fault or negligence.
The employer has to deal with the adaptation of his employees in their job. He has to take into account the evolution of jobs, technologies and organization. When it is necessary, the employer can propose to the employees different trainings in order to improve their skills. The Court of Justice can check if the employer has respected this obligation.
