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 20 international members across 5 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.
L&E Global Employment Law Tracker September 2019
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 September 2019.
Changes in employment law with effect from 1 January 2020: transition payment
From 1 January 2020 employees will have the right to a transition payment from the first day of employment. At this time the right only arises after employment of at least 2 years.
Changes in employment law with effect from 1 January 2020: unemployment insurance contribution differentiation
The government envisages with the Balanced Labour Market Act to encourage the entering into of permanent employment contracts. By means of levying a lower unemployment insurance contribution for permanent contracts and a higher unemployment insurance contribution for all other employment contracts, the legislature expects that it will become more attractive for employers to offer permanent contracts.
Changes in employment law with effect from 1 January 2020: cumulation ground
A new ground for dismissal, called the cumulation ground, is introduced as part of the Balanced Labour Market Act (in Dutch: WAB). If the employment contract is terminated on the basis of the cumulation ground, a higher transition payment might be owed.
Changes in employment law with effect from 1 January 2020: payrolling
With payrolling we encounter three different parties: 1) the party where the payroll employee is formally employed (the payroll employer), 2) the party where the payroll employee actually works (the contractor/employer) and 3) the payroll employee.
Changes in employment law with effect from 1 January 2020: on-call workers
With effect from 1 January 2020, employment law will be amended in some respects as a result of the Dutch Balanced Labour Market Act (Wet arbeidsmarkt in balans). This includes amendments in respect of on-call workers. On-call workers include employees working on the basis of a zero-hours contract or a 'min-max' contract (meaning a contract with variating working hours between a minimum and a maximum). The legislator wants to strengthen their legal position because they face (too) much uncertainty about their income due to the varying working hours.
Changes in employment law with effect from 1 January 2020: the “chain rule”
The chain rule stipulates when successive, temporary employment contracts are converted into an employment contract for an indefinite period of time. At the moment this is the case when more than three temporary employment contracts succeed each other or if the duration of the successive contracts exceeds a period of two years. With the introduction of the Balanced Labour Market Act (Wet arbeidsmarkt in balans) this latter period has been extended from two to three years.
L&E Global Employment Law Tracker August 2019
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 2019.
Employment Law Chronicle
Last year, the Dutch Supreme Court pronounced a large number of rulings in the field of the Work and Security Act (Wet werk en zekerheid). Therefore, a large part of this Chronicle deals with those decisions.