The employer can implement the procedure of the collective redundancy if there is no longer any need to work for at least twenty workers in the period of ninety days, and if the termination of employment contracts is based on reasons of business, in other words, based on an agreement on the employer's proposal, provided that the termination mustnt occur within ninety days, and that at least five workers have their employment contract terminated due to business related reasons, and that the termination of the employment contract does not occur within ninety days. The employer is obliged to carry out consultations with the works council, deliver necessary information on the reasons why the need for the work of employees could stop, on number of employees, on number, on title and business workers whose work would not stop the need, on selection criteria such as selection of the workers, on the amount and manner of calculation of severance and other benefits for workers and the measures it has undertaken to provide for redundant workers, in writing. The employer's right to the criteria is autonomous, and is used to determine the redundancies and the criteria that will be given priority, but it must take into account the duration of employment, age, disability and the obligations of maintenance upon the worker. In European law, the collective redundancy is defined as a process initiated by the employer by which he releases more workers from the company, incurred due to various economic and other adverse situations. European Union by the day seeks to harmonize Member States' legislation in matters relating to employment contracts and procedural legal requirements for release. Workers must not be victims of social and technological process, and for those who lose their jobs in the event of total redundancies for economic or technological reasons, the employer is obligated to provide adequate compensation.