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.
The sick employee: suspend or discontinue the salary?
In principle, the sick employee is entitled to continued payment of salary for two years. In a number of cases, the employer may suspend or even discontinue the payment of salary. In practice, it is not always easy to distinguish between these terms. Read in this blog the difference between suspension and discontinuation of salary.
NOW 4: Sixth application period for subsidies opened
The economy is slowly reopening, but not yet for everyone. In order to continue supporting employers as much as possible, the NOW is extended by three months until 30 September 2021. However, the government has decided to apply a maximum turnover loss of 80% (to be declared). Find below the most important features of the NOW 4.
Cross-border remote work FAQs
What is the value of a vacation day?
The value of a vacation day is important when holidays are taken and when they are paid out (whether or not at the end of the employment). During vacation, an employee is entitled to his usual wage. In practice, it is not always clear what constitutes as usual wage. In this blog we explain what is included in the so-called 'holiday pay'.
L&E Global Employment Law Tracker June 2021
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 June 2021.
Civil law approach for corporate fraud
Marcus Draaisma and Lydia Milders are specialised lawyers with very broad experience in solving fraud cases within boards of directors and in the workplace. Approaching corporate fraud, seizure of evidence is being used more and more often.
SER-advisory report about the labour market
In the advisory report of 2 June 2021, the Social and Economic Council (SER) has made recommendations for, among other things, the Dutch labour market. The SER makes proposals to reduce flexible employment relationships and to make the use of the open-ended employment contract more attractive for employers. The report aims to increase the security of work and income, make the economy more flexible and create more equality of opportunity.
The study costs clause: will it no longer be allowed?
On 1 August 2022, the Netherlands must have implemented the European Directive on transparent and predictable terms of employment. The directive includes an improved information obligation of the employer and new minimum rights for the employee. An important result of the directive is an adjustment of the current training obligation of the employer. In this blog you can read about the adjustment of the current training obligation and the effect it will have on the study costs clause.
The “Act on Management and Supervision of Legal Entities” enters into force
As of 1 July 2021, the Act on Management and Supervision of Legal Entities (in Dutch: Wet Bestuur en Toezicht Rechtspersonen, hereafter “WBTR”) will enter into force. This means that the rules governing the management and supervision of associations, foundations, cooperative associations and mutual benefit organizations will change. For these entities, the law will provide more clarity on the duties and responsibilities of managing and supervisory directors.