Labour law for employees and employers

Employment relationships are significant for employers and employees. That is why we believe in representing employees and employers – but of course not in the same legal case! By doing so, we get to know the opposing side´s arguments too and can use them to your advantage.

Labour law for employees

For employees, work provides a basis for them to live in the way they want. Having work is usually the means of existence for an employee and his family. It is all the more important that an employment relationship runs smoothly and is for the long term.

However, what happens when the employment contract for a new job does not meet expectations? What happens when an employment relationship ends, e.g. with termination or a dissolution contract, or when a fixed-term employment contract is not extended? What happens if an employee is not considered for a long-expected promotion or is placed in “another job” after parental leave? Employees in an employment relationship have the right to ask such questions and many others – although it´s not always easy to find answers to them.

We´ll take care of this for you, and will clarify the legal position in your case in good time, for example after termination, and when necessary will enforce your rights in a labour law court.

Make an appointment or contact us at 030 120 87 111

Labour law for employers

In contrast, employers depend on the fact that an employment relationship runs smoothly so that the company can function efficiently and all jobs are retained. This process begins with the drafting of employment contracts and continues during the exercising of employers´ rights in compliance with the law.

How should a “good” employment contract be drawn up so that it may take into account individual requirements and at the same time consider labour law in force, and if necessary, collective bargaining law? When is it useful to include a collective agreement in the employment contract, even if this is not strictly necessary? What action should employers take when employees do not fulfil duties or disrupt operations? When is termination then effective and what has to be taken into account? What action should employers take when two applicants have the same qualification?

In all such issues, you can rely on us as a partner – feel free to contact us! We will draw up contracts and agreements for you, assisting you to initiate the necessary legal steps, and will, of course, represent you before a labour court.

Make an appointment or contact us at 030 120 87 111

The focus of our labour law consultancy services

Labour law is a wide-ranging legal field. We offer consultancy and representative services in all labour law issues. Our law firm focuses on the following areas – regardless of whether you refer to us as an employee or employer:

  • Termination
    • Ordinary / extraordinary termination (“termination without notice“)
    • Claim for protection against dismissal
    • Termination due to change of contract
    • Severance pay
    • Warning
  • Checking / drafting employment contracts
    • Fixed-term or open-end employment contract
    • General terms and conditions legislation
    • Temporary employment
    • Training
    • Part-time and mini job
    • Self-employment and bogus self-employment
    • Working hours
  • Drafting and checking executive contracts
  • Dissolution contract or winding up contract
  • Restraint on competition for employees
    • During the current employment relationship
    • Post-contractual restraint on competition
  • Equal treatment and anti-discrimination (General Act on Equal Treatment, AGG)
  • Parental leave
  • Data protection in the company
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