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.
Pay attention to the reassignment obligation!
On March 15, 2022, the Court of Appeal determined that an employer’s failure to meet the reassignment obligation (in Dutch: herplaatsingsplicht) can’t be remedied in the proceedings for termination before the subdistrict court. The employer must therefore have already complied with the reassignment requirement before the subdistrict court decides on the request for termination. If not, the request for termination must be rejected. Read more about this judgment in our blog.
Is an employer allowed to unilaterally change employment conditions?
Under certain circumstances, an employer may have an interest in changing an employee’s employment conditions. In principle, a change in the employment conditions requires that the parties reach an agreement. If the parties can’t reach an agreement, an employer has several possibilities to change the employment conditions unilaterally. Read in this blog more about changing the employment conditions unilaterally.
L&E Global Employment Law Tracker April 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 April 2022.
Ranking Palthe Oberman in Chambers Europe 2022
"Palthe Oberman is a boutique employment practice that attracts considerable praise for acting for employers on dismissal cases."
We are very pleased to share that not only Palthe Oberman as an office, but also Christiaan Oberman and Gieneke van Wulfften Palthe received a wonderful review in 2022 in the Employment in Netherlands section of Chambers Europe 2022.
Illness after termination request at UWV does not stand in the way of termination by the court
On 18 February 2022, the Supreme Court ruled that a request for termination at the subdistrict court due to economic circumstances can be granted if the employee has become ill in the period between the request for termination at the UWV and the request for termination at the subdistrict court. The exception to the prohibition of termination due to illness also applies in this case. This is to prevent improper reporting of illness and (thus) preventing an appeal. Read more about the Supreme Court ruling in our blog.
Employee dismissed for refusing PCR-test
An after-school childcare centre in Amsterdam is allowed to dismiss a teacher who refuses to be PCR-tested for the coronavirus. According to the District Court of Amsterdam, the employee acted culpably by refusing the employer's instructions to take a PCR test. Although the employer's instruction constitutes a breach of the teacher's fundamental rights, the breach is justified under the given circumstances.
L&E Global Employment Law Tracker February - March 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 February - March 2022.
We are deeply shocked by the Russian invasion of Ukraine in the early morning of February