L&E Global is an international integrated alliance of premier employment law boutique firms, specialized in providing counsel to employers on labour relations, employment law, immigration law and employee benefits. Each member firm is recognized by clients and legal organizations as a leader in labour and employment law.
L&E Global’s client service strategy is effectively responding to economic challenges and changing client expectations, as well as the internationalization of legal services by delivering a simplified attorney-client relationship in regards to billing, point-of-contact, and overall advice and counsel, by offering clients a one-stop shop for all of their employment law needs.
L&E Global has 29 international members across 6 continents with firms in Australia, Austria, Belgium, Brazil, Canada, China, France, Germany, India, Italy, Mexico, the Netherlands, New Sealand, Norway, Poland, Romania, Spain, Sweden, Switzerland and the United States.
In addition, L&E Global has established reciprocal associated partnerships in more than 30 other important international business regions – such as those found in Colombia, the Czech Republic, Denmark, Japan, Singapore and the United Kingdom.
By aligning their forces together, through L&E Global, these independent employment law boutiques become a single legal powerhouse for businesses working on complex cross-border labour and employment projects throughout the world.
Through one point of contact – L&E Global – businesses have all the information they need to manage their workforce affairs efficiently, with trustworthy advice from labour and employment law leaders from around the world, for favorable prices.
L&E Global…A strong and reliable partner that works for you, wherever you are, across the globe.
For employment law resources from around the world, including in depth articles and publications, please visit L&E Global’s Knowledge Center.
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More information?All lawyers of our firm specializing in labor law. We have extensive experience in providing employment law advice and resolving employment disputes.
Does a contemporary empowerment policy release the employer from the legal obligation to offer the employee a process of improvement (PIP)?
Last summer, the Amsterdam District Court ruled on this issue: the empowerment policy that Red Bull pursues does not affect Red Bull's obligation as an employer to offer a process of improvement (PIP). Read in this blog what exactly this empowerment policy entails and how the subdistrict court reached its verdict.
Framework letter from the Minister of Social Affairs and Employment, Labour Market 2023
On 5 July 2022, the Minister of Social Affairs and Employment published the Labour Market Framework Letter. This letter outlines, among other things, an approach to modernize the labour market and announces a legislative review in 2023. The goal is to encourage long-term employment relationships. Read briefly in this blog the measures proposed by the Minister (which are currently before the House of Representatives for approval).
Extrajudicial annulment of employment contract due to fraud successful: employee must repay all wages
On 11 August 2022, the follow-up to the Supreme Court decision of 7 February 2020 has been published. In this decision, the Supreme Court ruled that an extrajudicial annulment of the employment contract due to fraud is not in conflict with the Dutch dismissal system. In light of this decision, the Court of Appeal of Arnhem-Leeuwarden assessed whether the employer’s appeal on extrajudicial annulment of the employment contract due to fraud could succeed, and if so, what consequences this would have. Read more about this judgment in our blog.
A CLA declared universally applicable: what does this actually mean for the employer and employee?
The purpose of a declaration of universal applicability (in Dutch and hereinafter referred to as: ‘AVV’) is to support the employers' and employees' associations in creating labour peace by way of collective agreements and to prevent competition on employment conditions. Pursuant to the AVV Act, the Minister of Social Affairs and Employment (in Dutch and hereinafter referred to as: 'SZW') is authorised to declare a CLA universally applicable. In this blog you will read what an AVV exactly entails and what the consequences are for employers and employees.
Please note: extra requirements of the hazard identification and risk assessment
On the basis of Article 5 of the Working Conditions Act, every employer in the Netherlands is obliged to compile a hazard identification and risk assessment (in Dutch and hereinafter referred to as: ‘RI&E’), including a plan of action. Since 1 July 2022, the requirements for the RI&E and the assessment of the RI&E have changed. In this blog you will read about the main changes that have taken place.
L&E Global Employment Law Tracker August 2022
Palthe Oberman is pleased to present you with the most recent Employment Law Tracker consisting of employment law updates of all firms connected to the L&E Global Network for August 2022.
The legislative proposal Working Where You Want Act
On 5 July 2022, the (amended) legislative proposal Working Where You Want Act (in Dutch: Wet werken waar je wilt and hereafter referred to as: the “legislative proposal”) was adopted by the House of Representatives. The legislative proposal aims to give employees more freedom to choose between working at the office or from home. In this blog you will read what this legislative proposal entails and what it means for employers and employees if the legislative proposal is also adopted by the Senate.
L&E Global Employment Law Tracker July 2022
Palthe Oberman is pleased to present you with the most recent Employment Law Tracker consisting of employment law updates of all firms connected to the L&E Global Network for July 2022.