As a result, they might lead to long, costly and uncertain judicial battles, whose results often depend on the subjective appraisal of the randomly assigned judge (see e.g. Fischman, 2011a, 2011b, Ichino and Pinotti, 2012). At the opposite side of the spectrum, in India, legislation stipulates that, for establishments with 100 or more workers, the employer must also obtain permission from a government authority before dismissals can take place (except in the case of disciplinary action). In Germany, Indonesia and, in the case of unionised workers only, Slovenia and Latvia, if the works council or union representatives are opposed to the dismissal, the latter cannot be effective without authorisation of the relevant authority or a court judgement.