News

News

04 July 2022

Will an employee join a new employer? Then it is very important for both the employer and the employee to determine whether the employer can be regarded as a ‘’successive employer’’. If successive term of employment is the case, then there are a certain number of legal consequences involved. For this reason, it is important to know when this is the case. Read more about successive term of employment in this blog.

04 July 2022

For several years now, social media has been an integral part of our lives. One consequence of this is that the line between work and private life is sometimes blurred. Where previously the employer had nothing to say about the statements made by the employee in discussions on birthdays or in the pub, the most heated debates now take place online before everyone's eyes. Certainly on the platform LinkedIn, where the users are often linked to their employer, this can raise interesting issues for employment law. May an employer protect its reputation online? Or is this a restriction of freedom of speech?

These questions were answered by the Arnhem-Leeuwarden Court of Appeal on 16 May 2022. In the assessment of this judgment, the Subdistrict Court and the Court of Appeal illustrated how the scope of the right of freedom of expression within the employment contract should be assessed. Read more about this judgment in this blog.

04 July 2022

As we previously reported, the Transparent and Predictable Employment Conditions Act will take effect on August 1, 2022. Here are briefly the main changes that will take place.

09 June 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 May 2022.

19 May 2022

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.

18 May 2022

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.