“Employment contracts come in all shapes and sizes, and always require customization”

An employee carries out his work for an employer on the basis of an employment contract. Employer and employee can define their employment relationship in many different ways. Will the employee be employed on a permanent basis or is there a temporary contract? Does the employee work a fixed number of hours per week, on an on-call basis or is there a combination of these?

There are many options in terms of employment conditions. This does not only concern permanent or flexible employment contracts, but also matters such as continued payment in the event of illness, vacation days, probationary periods, non-competition and non-solicitation clauses, bonus schemes, contractual severance pay, etc. It is important to take into account the legal frameworks, the sector in which the employer operates and the specific interests of employer and employee. Many employers are bound by a specific collective labor agreement (CLA) and by participating in an industry-wide pension fund (BPF).

The drafting of employment contracts is therefore customized work. The same applies to changing employment conditions.

When it comes to employment contracts and terms of employment, we help you with the following:

  • drafting employment contracts, taking into account any applicable collective labor agreement and/or compulsory participation in an industry-wide pension fund
  • advising in negotiating and entering into employment contracts. Think of drawing up the regulations regarding employee participations (shares, certificates, etc.) and non-competition clauses
  • drawing up additional regulations and policies. For example, company regulations, staff guide or staff handbook, e-mail and internet protocol, social media policy, car scheme, bonus scheme, etc.
  • reviewing existing employment contracts and checking to what extent they are still current and comply with the most recent legislation and regulations
  • advising both employers and employees with regard to employment conditions and the possibility of unilaterally changing employment conditions
arbeidsovereenkomst advocaat
Zilver Advocaten

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Employment contracts in practice

Are the agreements made legally valid? Can we unilaterally adjust these terms of employment? How strong is our position when the case goes to court?

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