Reacting too late
Short deadlines often apply in employment matters. Waiting too long can seriously weaken your position.
Employment law for employees
Litigation
If consultation with your employer does not provide a solution, litigation may be necessary. We first assess whether legal proceedings are legally and practically advisable. Subsequently, we determine the litigation strategy together.
mrs. Ilja van Driel
Employment law · lawyer · 18 years of experienceLegal proceedings against your employer must be carefully prepared. We first assess whether litigation is advisable, which evidence is required, and what outcome is realistic.
Only litigate if it is legally and practically defensible
Taking legal action against your employer
If negotiation offers no solution or if your employer is unwilling to cooperate, legal proceedings may be necessary. We do not take this step lightly. First, we assess your legal position, the evidence, the risks, and the expected outcome.
- Assessment of your litigation chances and risks
- Litigation strategy by an employment law specialist
- Drafting and submitting procedural documents
- Preparation for the hearing
- Assistance during the proceedings
Taking legal action against the employer
For employees who need to initiate legal proceedings or defend themselves against their employer. We discuss in advance what is feasible and which approach suits your situation.
from
€ 2,399
incl. VAT
When is litigation advisable?
Assess first, only litigate afterwards
Litigation is usually the last step. Sometimes it is necessary, for example when your employer refuses to pay, fails to honor agreements, or follows an incorrect dismissal procedure.
Unjust dismissal
If your dismissal is legally incorrect or your employer does not comply with legal regulations.
No reasonable solution
If consultation or negotiation does not lead to an acceptable arrangement.
Financial interest
When it concerns wages, transition payments, equitable compensation, or other entitlements.
Not every case belongs in court.
We also honestly say if negotiating is wiser than litigating.
Clear steps
How does it work?
1
Assess process position
We review your file, supporting documents, correspondence, employment contract, and previous steps.
2
Determine process strategy
We determine which claims are feasible, which documents are required, and what risks exist.
3
Procedural documents and defense
We draft the legal documents, file them, and handle the correspondence on your behalf.
4
Hearing and judgment
We prepare you for the hearing, support you, and subsequently discuss the ruling and next steps.
Prevent process risks
Why have it assessed first?
Legal proceedings can exert pressure, but they also entail risks. Therefore, it must be clear in advance what you wish to achieve, what is legally feasible, and what costs and consequences are involved.
Without a process strategy
With SME Lawyers
Insufficiently clear which claim is feasible
Prior assessment of opportunities, risks, and evidence
Risk of weak or incomplete procedural documents
Procedural documents drafted by employment law specialists
Uncertainty regarding the hearing and further action
Preparation, guidance and clear communication
Litigating when settling would be wiser
Fair balance between procedure and negotiation
Pay attention to this
Common mistakes in proceedings against employers
Failure to secure evidence
Emails, WhatsApp messages, payslips, performance reviews, and meeting notes can be decisive.
Communicating emotionally
An ill-considered reaction to your employer can be used against you later.
Litigating without a purpose
Legal proceedings must be aimed at a concrete result: reinstatement, compensation, payment of wages, or termination under better conditions.
The right timing is important.
Please contact us before responding substantively, signing documents, or allowing deadlines to expire.
No obligation and free of charge
Call me back
Have your situation assessed before you start proceedings or respond substantively to your employer.
- We discuss your situation
- No obligation and free of charge
- Clarity regarding opportunities, risks, and next steps