Marcus Draaisma specialises in fraud investigations and disputes concerning violations of non-competition clauses, non-solicitation clauses, and confidentiality clauses. He has considerable experience in the areas of evidence gathering and seizure of evidence. In addition to employment law, Marcus also specialises in partnership law, including in the healthcare sector.
Marcus advises Dutch and international companies, family businesses, partnerships and members of partnerships, boards of directors, managers, and supervisory boards. Marcus gives advice on a strategic and tactical level and has a practical and targeted approach.
Marcus has been a lawyer since 1991 and is a co-founder of Palthe Oberman. He studied at the University of Amsterdam and the University of Exeter (GB). He completed two postgraduate programmes: Grotius Insolvency Law in 1996 and Grotius Employment Law in 2005.
Marcus delivers various lectures and courses in the areas of employment law, fraud, and the seizure of evidence.
- employment law
- insolvency law
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 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 June 2022.
Successive term of employment: when does it occur?
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.
LinkedIn: Where is the boundary between work and home?
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.
Please note: entry into force of the Transparent and Predictable Employment Conditions Act on 1 August 2022
As we previously reported, the Transparent and Predictable Employment Conditions Act will take effect on 1 August 2022. Here are briefly the main changes that will take place.