In Europe by law there at quite long negotiation periods in lay off scenarios. However, this does not give an advance notice. You’ll be informed that layoffs are now happening in a few days and who will be subject to it. Then the negotiation period begins, after which the final outcome will be announced. Usually companies state the initial layoff number on the higher end, so that in the end the unions who are a big part of the negotiations, can book a “win” stating that only X amount of people will get layed off and not Y like initially stated. Unfortunately these negotiation periods are more of a show for all contributing parties, in which the end result is relatively known by the company from the start. It also depends on what is the reason for the layoffs. Financial reasons, demand for products, or sale of a business unit. Obviously all of these are interrelated, but the driving force still has an effect on how things are handled and what is the desired outcome.

I find it grossly negligent to hire someone from abroad, especially with a family, when large structural changes with unknown outcomes are on the horizon.

I’m actually now wondering if OP got an actual lay off notice, or only the statement that he is now subject to the layoff negotiations. Those two are very different things, but if one is not familiar with the concepts might confuse the one for the other. But again, it could be that different types of layoffs are handled differently. Fortunately I’ve only been once subject to layoff negotiatings. I received the notice that our department is part of the layoffs and that my job is under threat. In the end my job was not terminated and nothing happened. At the end of the negotiation period I received another notice informing me that I’m not affected by the layoffs.

Also what I forgot to mention in my earlier answer, in Europe employers have a social responsibility for their employees. That means that they usually provide a package and or support to find a new job if possible. This includes that employees who were actually layed off are given absolute hiring priority when other opportunities arise in the company. No external person can be hired for I believe 6 months if a person previously layed off could do the job and would accept the job. But these laws can vary according to different EU countries.

Additionally, and this also varies by EU countries, when layoff decisions are made, i.e. in the negotiations on who has to go, some countries take the social situation of the employee into consideration. If France does this, OP will get priority over a local worker I believe. Or for example a father will get priority over a bachelor with the same qualifications. But this is not the case in all countries.

Again OP, please book a meeting with HR and discuss your situation. Tell them what else you are willing to do and what else you can do if you indeed are already chosen to be layed off. I’d also look to speak with the local employee representative that is voted for to represent the employees in the lay off negotiations and possibly with the union(s) involved. You might also want to reach out to the new owner of the to be sold off segment. Again, hard to believe that the entire staff will be axed, very, very unusual in Europe to my knowledge. But I’m no expert on this topic, someone please correct me if I’m wrong here.

It would be nice to get an update from OP so that we can help better. The one item I find most worrying is that OP is still in the trial period and could be terminated any day without reason. But from the lay off talks it seems that that is not happening. This is one of the major differences between Europe and the US. Companies take their social responsibility seriously. Nobody is randomly fired and even if the company could easily and cheaply “get rid” of OP, it seems that they are not choosing this path. Which is the correct path when following the European way.