Hiring for the same job shortly after a collective dismissal calls the genuineness of the termination into question, and former employees’ priority rehiring rights may come into play. The hiring plan should be built together with the exit plan.
There is a concrete restraint in Article 29 of the Labour Law (No. 4857): dismissed workers of suitable qualification hold a priority-rehire right if you fill the same role within six months, and hiring back quickly also undercuts the argument that the jobs genuinely disappeared. So we set the exit and the hiring on a single calendar, rather than letting the second be decided later and on its own.
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