Employment law is in constant flux. That’s because employment law is a field of law that more than any other is at the mercy of politics. The result is legislation that clearly demonstrates compromise and years of discussion.
Achievements made in employment law are often subsequently surrendered in a different political climate. The climate is therefore uncertain, even though it is clear that what employment law needs is a climate of calm and certainty.
Society is also changing, not least as a result of technological advances and all the demands these make on the supply and demand of labour.
Whatever the case, it is the issue of employment that remains so vital for most businesses. This is why it is so important to follow employment legislation to see whether changes bring opportunities and whether they require us to change tack.
On your behalf, whether you are an employer or employee, we closely monitor employment legislation.
Our lawyers have years of experience in their areas of expertise and train annually, including in a special programme from Erasmus University. They also carry out peer reviews with each other and other fellow lawyers.
NEWS
Negotiating a suitable severance package for a settlement agreement; bringing the matter to the UWV or the courts.
Helping to compile a file for employer or for employee; helping formulate an improvement strategy.
Helping compile a file, and mediation. Negotiating a settlement agreement.
Testing the lawfulness of an instant dismissal; compelling reasons, immediate dismissal, suspension.
The drawing up or evaluation of a Social Plan; age distribution principle; duty to redeploy; negotiating a settlement agreement.
Guiding the employer or employee in the different dismissal process for a statutory director; other employment terms; golden parachute; longer notice period.
Lawfulness of employment terms covering non-competition, secondary jobs, trial period or notice period, repayment of education costs, etc.; unilateral amendment term.
Wage payment during sick leave, suspension/non-payment of wages in the event of a breach of reintegration obligations; request for an expert opinion or second opinion; instigating and assisting during mediation.
Assessment during first and second year of sick leave; liability for wage sanctions by UWV due to inadequate efforts at reintegration by employer.
Validity of a non-solicitation/non-competition clause, including where there is a change of position within the organisation.
Consequences for employee – automatic transfer to party acquiring the business? Under which employment terms, the old or new?
The right to advice and give consent; protection of Works Council members from dismissal; staff representation.