Lydia Milders graduated in Dutch law from the University of Groningen in 2004. She studied at the University of Cergy-Pontoise near Paris for six months.
Lydia started her career as a lawyer with Rosina Eising lawyers in Amsterdam, where she gained extensive experience in corporate law, in addition to employment law. She has conducted legal proceedings on several occasions about (the interpretation of) commercial contracts.
Lydia joined Palthe Oberman’s team of lawyers in September 2010. She works for Dutch and international companies (including companies in the energy sector and the fashion industry) as well as private individuals. Lydia has extensive practical experience with individual and collective redundancies (reorganisations), employee’s participation rights, and advising on terms of employment. She is particularly interested in issues concerning sick employees, unlawful employee competition/fraud, and the seizure of evidence. Lydia delivers in-house training courses on various employment law issues to regular clients.
- employment law
- Workers at home due to bad weather conditions: entitled to wages?
- Mandatory vaccination for the employee?
- Second Temporary Emergency Measure Bridging to preserve Employment announced: NOW 2.0
- Corona Crisis and the Workplace - Update 27 March
- The WTR scheme has been withdrawn; introduction Emergency Fund Bridging Employment (EFBE)
More information?All lawyers of our firm specializing in labor law. We have extensive experience in providing employment law advice and resolving employment disputes.
Can a fixed-term employment contract be terminated prematurely?
In principle, a fixed-term employment contract cannot be terminated before the end of the contract. Only if an interim termination clause has been agreed upon, premature termination is possible. In this blog we will discuss the termination of a fixed-term employment contract with and without an interim termination clause.
Financial support for testing employees without symptoms
The Dutch government has introduced temporary financial support for employers that want to have employees without symptoms preventively tested if working from home is not possible. In this blog we briefly discuss the possibilities of (rapid) testing of employees on location and give an overview of the temporary financial support from the government.
L&E Global Employment Law Tracker March 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 March 2021.
Non-competition clause in a fixed-term employment contract?
Since the Work and Security Act entered into force, the main rule is that a non-competition clause in a fixed-term employment contract is, in principle, not permitted. An exception to the main rule is possible if the employer can motivate that the non-competition clause is necessary due to 'important business or service interests'. In this blog we discuss the validity of a non-competition clause in a fixed-term employment contract.
The Act on Working after the State Pension Age
The Act on Working after the State Pension Age entered into force on 1 January 2016. The purpose of this Act is to remove impediments for employers to employ persons who have reached the state pension age. In practice, we often notice that employers are not well informed about the Act on Working after the State Pension Age. Therefore, we will discuss the main rights and obligations following from this Act in this blog.