Stéphanie advises, litigates and negotiates on all aspects of employment law on behalf of Dutch and international companies as well as employees and executives. Given her background, Stéphanie has increasingly specialised in corporate employment law. She advises and assists Dutch and international employers in the context of mergers and acquisitions, corporate governance issues, the legal position of managing directors, restructurings, employee participation, individual and collective dismissals, harmonisation of employment conditions and cross-border employment. Stéphanie also regularly mediates in boardroom conflicts.
Her regular client base includes scale-ups and international listed and other companies in the pharma, healthcare, technology and software sectors. Stéphanie has furthermore represented non-profit organisations for many years, including Stichting Hulphond Nederland.
Stéphanie is a guest lecturer in employment law at Leiden University. She also regularly gives courses and publishes articles on employment law topics.
Furthermore, Stephanie is passionately committed to charities and is socially involved. She is, for instance, a board member of the Friends For Life Foundation, which aims to offer education opportunities to Kenyan young adults, and also a board member of the Nieuwe Baarnsche School.
Stéphanie graduated from Leiden University in 2008, after which she worked as an employment lawyer at Baker McKenzie for many years.
- employment 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.