Employee reassignment as a measure for resolving redundancy

Redundancy has become an increasingly prevalent problem in many sectors and organizations. The reasons for redundancy are numerous. Technological advances, which often replace labor with machines and software, as well as inefficient work organization within a company or economic and financial crises, such as the crisis caused by the COVID-19 pandemic, can lead to a situation where a certain number of employees become redundant. The consequences of this situation are profound, as individuals who lose their jobs face financial difficulties, while society faces rising unemployment. However, there are solutions to this problem. This applies in particular to the various instruments for dealing with redundancy, the most important of which are employment measures, including employee reassignment, which is the focus of this paper. Reassignment is one of the key measures used for effective human resource management, thereby preventing collective dismissals. This practice allows employees to move from one position to another, within the same organization or even within a broader system. Therefore, this paper will analyze measures for resolving redundancy, with particular emphasis on employee reassignment, while identifying issues related to concluding an employment contract amendment, what is considered another "suitable" position, and the abuse of the employer's powers related to determining employment measures.