Employee Participation
We have considerable experience in the area of employee participation. Our clients are both employers and works councils that we assist with, among others, advice and consent requests, the drafting of regulations and covenants and changes of the employee participation structure. Through our vast experience we have a good legal eye and an open mind to act in the interest of the company as well as its employees and to get to solutions that work. We realize the complexity of some of the employee participation issues and draw on our own experience in many cases and within a large number of sectors, including those in the telecom, the automation sector, healthcare institutions and housing corporations.
Barbara Spliet
partner/lawyer
Renzo Ter Haseborg
partner/lawyer
Yvette Kouwenberg
partner/lawyer
News
Amending works council regulations and right of consent for remuneration schemes
Amendment to the Works Councils Act (WOR) and consequences for the regulations of the works council
The Works Council has the right to be informed in detail of planned measures to mitigate the social impact for employees
When requesting the advice of the Works Council pursuant to the Dutch Works Council Act an overview must be provided of (a) the consequences of the intended decision for the employees and (b) the social measures to be taken in this respect.
Employee participation: right to consent to travel expenses, right of appeal by works council in case of new facts and circumstances and exclusion of trade unions
Employee participation: right to consent to travel expenses, right of appeal by works council in case of new facts and circumstances and exclusion of trade unions
Recently, a number of judgements have been published that may be of interest to those involved in employee participation. It concerns the following:
SER is updating the standard regulations for works councils
SER is updating the standard regulations for works councils.
Work where you like
Based on the legislative proposal for the Work Where You Like Act, employers will not be able to easily deny an employee’s request to work (more) at home or at the employer’s location.