Terms of employment

Want to have your terms of employment checked?
We are here to help you with any questions you may have about employment terms and conditions.
Employment law advice and guidance.

Terms of employment, what should you look for?

With terms of employment, there are stakes for both employer and employee. Frequently, the primary terms of employment, such as salary and length of contract, are carefully considered. But other terms in a contract do not frequently come into question until a contract is terminated. We see in our practice that it is precisely these agreements that can cause unpleasant surprises.

Employment contract

Legal advice and guidance on entering into and/or terminating an employment contract, fixed-term or indefinite-term employment contract. We always negotiate the best terms for you.

Illness & reintegration

Long-term illness can be very unpleasant for both employee and employer. Our employment lawyer will discuss the case, study all the documents and assess your situation. Professional guidance on reintegration.

Settlement Agreement

Of course, it can happen: your employer wants to end the employment relationship and has offered a settlement agreement. As unpleasant as that is, adequate preparation is important.

Non-competition clause

The non-competition clause is a condition that an employer can include in the contract. This condition restricts freedom of employment when the employment contract is terminated. For example, you can incur a substantial fine if you become employed by a competitor. Such a non-competition agreement can be limited, eliminated or found to be invalid by the court under certain circumstances.

Relationship clause

If a non-solicitation clause is included in your contract, you may not enter into a relationship with business contacts of this employer after the termination of the employment contract. Relationship clause is valid only if it meets certain conditions. Violation of the non-solicitation clause may result in a penalty by the former employer. Do you find this penalty unreasonable, or would you like to remove the non-solicitation clause from the contract? Then get in touch.

How do we work?

We would like to get to know you and, of course, you would like to know who we are. We’ll find out soon enough if we can offer you what you expect. Our employment specialists would be happy to welcome you for an initial consultation.

Legal advice is not a simple push of a button, but the result of a thorough inventory of your needs and options. We list important aspects with you. The employment specialist takes the time for this in the first introductory meeting which is always completely free of charge and without obligation. You are not tied to anything!

If there is a match between you and the employment lawyer and we can be of good service to you, you will receive an appropriate proposal from us. We always base the advisory process on your goals and capabilities. In this regard, we attach more importance to a realistic approach than to the creation of excessively high expectations. If you agree with this, we will energetically start advising and guiding you. This is the basic premise of our clear legal services.

From this moment on we take care of everything and make sure that everything is arranged from a to z. We handle your employment issue quickly and properly. This active way of working has now proven to be more than successful.

Before, during and after the advisory process, we are happy to be your point of contact. For a very long time, in fact, our cooperation has resulted in exclusively satisfied customers. For our clients, we take that one extra step that makes all the difference in many cases. Your case is in good hands with us.

Probationary period & notice period

Within companies there are often still many uncertainties regarding the probationary period and notice period. How long may the probationary period be? How long is the notice period? What about different lengths of contracts? Probationary period is the time that employer and employee agree on to get to know each other and find out if both parties are comfortable with the partnership. Keep in mind that during the probationary period the contract can be terminated at any time without reason. The probationary period is one or two months. The notice period is the time that must be observed when terminating the contract. An employee is often required to work for a fixed period of time after the termination of the employment contract.

In service Term of notice
Less than 5 years 1 month
Between 5 and 10 years 2 months
Between 10 and 15 years 3 months
15 years or more 4 months

First Advice

We guide and advise you in the field of employment conditions. We help with illness, layoffs and reorganizations. Drafting and reviewing terms of employment/agreements, non-competition and non-solicitation agreements is daily business for us.

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