Our employment specialists in Eindhoven guide and advise you in the field of employment conditions. We help in case of illness, dismissal, reorganisations. Drawing up and checking employment conditions/agreements, non-competition clauses and relationship clauses is a daily task for us. We prevent problems with this. But we also mediate in labour conflicts. Can’t the employer and employee work it out together? Then we will litigate and ensure the maximum result. Would you like to know what we can do for you? Call us directly on 040- 303 51 13 or leave your details on the contact page. You can also reach us via Whatsapp!
In terms of employment, there are interests for both employer and employee. The primary terms of employment, such as salary and length of contract, are often closely examined. But other conditions in an agreement are only often discussed when a contract is terminated. In practice, we see that it is precisely these agreements that can cause unpleasant surprises in this situation. Do you have a relationship clause, or a non-competition clause in your contract? If so, do not hesitate to contact us.
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We are genuinely interested in who you are and would like to get to know you. Because only then can we help you and give advice that really suits your personal situation and wishes.
The non-competition clause is a condition that an employer can include in the contract. This condition limits your possibilities when an employment contract is terminated. For example, you cannot join the competitor without receiving a hefty fine. However, such a non-competition clause can be limited or removed by the court. Also, the non-competition clause cannot be considered valid under certain circumstances.
If a relationship clause is included in your contract, you may not enter into a relationship with business relations and contacts of this employer after termination of the employment contract. relationship clause is only valid if it meets certain conditions. In case of violation of the relationship clause, a fine may be imposed by the former employer. Do you find this fine unreasonably high, or do you want to remove the clause from the contract? If so, get in touch with us for advice.
We would like to get to know you and of course you want to know who we are. We will find out soon enough if we can offer you what you expect. Our employment advisers will 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 wishes and possibilities. We list important aspects together with you. The employment lawyer will take the time to do this in the first introductory meeting, which is always completely free of charge and without obligation. You are not attached to anything!
If it ‘clicks’ between you and the employment lawyer and we can be of good service to you, you will receive a suitable proposal from us. We always base the advisory process on your goals and possibilities. We attach more importance to a realistic approach than to creating too high expectations. If you are in agreement with this, then we will proceed with the advice and guidance energetically. That is the starting point of our clear legal services.
From this moment on, we relieve you of your worries and make sure that everything is taken care of from start to finish. We handle your labour issue quickly and well. This active way of working has more than proved itself in the meantime.
Before, during and after the advisory process, we would like to be your point of contact. For a long time now, our cooperation has only resulted in satisfied customers. For our customers, we take that one extra step that makes all the difference in many things. Your case is in good hands with us.
The probationary period and the notice period are matters that often remain unclear. After all, how long may the probationary period be? And how long is the notice period? What about different lengths of contracts? The probationary period is the time agreed between employer and employee to get to know each other and to know whether both employer and employee are happy with the collaboration. During the probationary period, the contract can be terminated at any time without reason. Often the trial period is one or two months. Do you want to know what your rights and obligations are when it comes to the probationary period? Contact us directly.
A collective labour agreement (CAO) has been drawn up in many fields and disciplines. Such a CAO often contains terms of employment which an employer must comply with and which must be included in the contract anyway. There is often a ‘minimum CAO’, an agreement that may only be deviated from when this is to the advantage of the employee.
Do you have questions about the terms of employment of your contract? Would you like to know exactly where you stand and what your rights and obligations are? Employment lawyer Eindhoven advises employees about their terms of employment, so that you will not be faced with any surprises. Call us directly on 040- 303 51 13 or leave your details on the contact page. You can also reach us via Whatsapp!