Employment law encompasses all laws and regulations governing the relationship between an employee and an employer. This includes agreements on working hours, wages, and working conditions. The laws and regulations concerning employment law change regularly, making it challenging to know what rights and obligations you have as an employee. Many employees trust that their employment contract will be fair, often not thoroughly reviewing it in their eagerness to start a new job. It’s only when issues arise that employees often wonder about their entitlements.
It’s crucial to take the time to carefully review your employment contract before starting a new job. We are here to assist you from the beginning of your new job by answering your questions and providing advice.
Additionally, it’s important to be aware of various deadlines within employment law that both employees and employers must adhere to. These include timely notification of illness, vacation requests, and more. Employers also have obligations such as timely salary payments and informing you about contract renewals.
Furthermore, within employment law, there are statutes of limitations. This means there is a deadline by which you must file a dispute with the court if you cannot resolve it with your employer. If you miss this deadline, your claim may no longer be heard by the court.
Below are examples of topics we can assist you with:
An employment contract contains numerous agreements beyond just working hours and salary. It’s essential to understand all aspects of your agreement with your employer. This includes details about:
- Collective Labour Agreement (CAO): which CAO applies to your employment contract, detailing additional agreements on wages, allowances, holidays, notice periods, etc.
- Non-competition clause: restricts your ability to switch jobs to another employer.
- Non-solicitation clause: prevents approaching the same clients if you start your own business.
- Secondary activities: rules about engaging in other work besides your primary employment.
- Pension: clarifying whether pension benefits are included in your agreement or CAO terms.
Many individuals work as self-employed contractors nowadays, entering into service agreements with clients. It’s crucial that these agreements are legally sound. Often, self-employed contractors inadvertently create disguised employment contracts. In case of workplace accidents, conflicts, or other issues, determining liability between the contractor and client becomes critical. Whether you are already a self-employed contractor facing disputes with a client or considering becoming one and need guidance on drafting a proper service agreement, we are here to help.
Issues regarding salary such as non-payment, partial payment, or delayed payment. Also, questions about annual salary increases, bonuses, and profit-sharing, as well as inquiries regarding entitlement to higher salaries.
Handling all types of employment termination scenarios, including non-renewal of contracts, immediate dismissals, or terminations via mutual agreement (settlement agreements).
– Non-renewal of contract: your fixed-term employment ends on the agreed-upon date, and your employer must inform you promptly about contract extension.
– Immediate dismissal: a severe measure with significant consequences, affecting entitlement to unemployment benefits (WW-uitkering). Employers must have a valid reason and follow specific procedures for immediate dismissal.
– Settlement agreement: if you have a permanent contract and your employer proposes to terminate it, they will offer a settlement agreement outlining a severance package. It’s advisable to have this agreement reviewed by a lawyer.
Upon contract termination, you may be entitled to severance pay (also known as transition compensation) and other compensations such as travel expenses or compensation for irregular work hours (overtime, weekend work, or work on public holidays).
Guidance on various types of leave mandated by law, including parental leave, caregiving leave, and emergency leave (short leave). Also, assistance with issues related to vacation pay, insufficient or denied vacation requests.
Rights and responsibilities during illness, including timely notification to your employer. Detailed rules apply, especially for prolonged illnesses, outlining expectations from both the employee and the employer.
If you remain employed after 104 weeks of incapacitation without a prospect of returning to work and no termination agreement has been reached, we can provide legal assistance.
If you experience an accident at work, it’s crucial to report it to your employer promptly. Employers are responsible for ensuring a safe working environment. If you followed all safety protocols but still suffered an accident resulting in hospitalization, permanent injury, or worst-case scenario, death, seeking legal advice is advisable. Employers must report serious accidents to the Labour Inspectorate.
Unfortunately, workplace bullying by colleagues or supervisors occurs. It’s important to report such incidents to a trusted person within your organization. If not addressed adequately, we can provide legal assistance.
Harassment and sexual misconduct are prohibited, even in the workplace. However, such incidents still occur, and employees may feel hesitant to report due to fear of repercussions. On the other hand, false accusations of harassment and sexual misconduct also happen. If you’ve experienced harassment or sexual misconduct at work, contact us immediately for legal support. Feel free to reach out to us for assistance with any of these employment law matters.