Employment Law
Employment law is constantly changing, with various new legislation in the field of, among other things, dismissal and flexible employment. We focus on employment law in the broadest sense, including individual and collective dismissals (reorganisations), changes to employment conditions and non-competition clauses. We also have extensive experience in the field of flexible employment relationships and contract agreements. Our clients are both national and international employers, (statutory) directors and employees, in virtually all sectors of the economy.
Barbara Spliet
partner/lawyer
Renzo Ter Haseborg
partner/lawyer
Yvette Kouwenberg
lawyer/associate partner
News
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.
Termination of employment contract by employee: employer’s duty of investigation
Termination of the employment contract by an employee must be clear and unambiguous. Without a clear and unambiguous statement aimed at termination of the employment contract, the employer cannot hold the employee to the termination of the employment contract.
Can a Deliveroo deliverer claim worker protection?
The case is about whether a Deliveroo deliverer should be regarded as a contractor or as an employee. An important issue, because an employee enjoys much more protection than a contractor. For example, an employee is entitled to protection from dismissal, to continued payment of wages in the event of illness and unemployment benefits. All this does not apply to a contractor.
Reintegration challenges during COVID-19
The Gatekeeper Improvement Act requires you to reintegrate an employee who is incapacitated for work due to illness. COVID-19 does not alter this, however it may cause you to face certain challenges during the reintgration process. For instance, how to reintegrate a sick employee when your business is closed as a result of governmental COVID-19 measures, such is the case in the hospitality industry? Particularily taking in mind that UWV can impose a wage sanction if UWV would deem the reintgration efforts as insufficiently after two years of illness.