In social matters, the works council has powerful co-management rights, in particular with regard to: If a company with more than 20 employees plans a change of activity, it must conclude a conciliation of interests with the works council on the “if” and “how” of the change of company as well as a social plan. The German works council has many advantages for employers and employees. These benefits include: The works council has the most comprehensive rights with regard to a number of day-to-day social issues affecting the workforce. It has enforceable rights of co-determination with respect to: In addition, boards create better relationship and employee management, resulting in a low strike rate. Because of the positive relationships, employers can negotiate schedules such as reduced hours without layoffs. A large proportion of all works councils consist of structures that also include central and/or group works councils. The law also stipulates that in works councils with nine or more members (more than 200 employees), a separate works council must be elected from among the works council, which deals with day-to-day business. (The chairman of the works council and the vice-chairman are automatically members of that committee.) At the request of the works council, it may also set up other subcommittees. .