{"id":1678,"date":"2024-02-23T09:40:19","date_gmt":"2024-02-23T08:40:19","guid":{"rendered":"https:\/\/www.hralert.be\/?post_type=news&#038;p=1678"},"modified":"2024-02-23T09:40:19","modified_gmt":"2024-02-23T08:40:19","slug":"wat-te-doen-bij-fusie-of-overname","status":"publish","type":"news","link":"https:\/\/www.hralert.be\/nl\/news\/wat-te-doen-bij-fusie-of-overname\/","title":{"rendered":"Wat te doen bij fusie of overname?"},"content":{"rendered":"<p>Bij bedrijfsovergangen, zoals een fusie of een overname, waarborgt CAO nr. 32bis de rechten van werknemers. In dat geval, moeten werkgevers de overlegorganen (of bij gebrek ervan, de werknemers zelf) vooraf informeren. Ook gaan arbeidsovereenkomsten automatisch over naar de nieuwe werkgever, inclusief alle voorwaarden, en is ontslag omwille van de overgang verboden, tenzij er andere geldige redenen zijn. Tenslotte, zijn zowel de oude als nieuwe werkgevers hoofdelijk aansprakelijk voor sociale schulden.<\/p>\n","protected":false},"featured_media":0,"template":"","categories":[9],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.13 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Wat te doen bij fusie of overname? - HR Alert<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.hralert.be\/nl\/news\/wat-te-doen-bij-fusie-of-overname\/\" \/>\n<meta property=\"og:locale\" content=\"nl_NL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Wat te doen bij fusie of overname? - HR Alert\" \/>\n<meta property=\"og:description\" content=\"Bij bedrijfsovergangen, zoals een fusie of een overname, waarborgt CAO nr. 32bis de rechten van werknemers. 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