Practical counsel on live employment cases
When a Dutch employment decision is already in front of you, we set out your options, what each one is likely to cost and how to run it. HR-side counsel from senior consultants, with a Dutch employment lawyer brought in when the matter needs one.
A dismissal, a long-term absence case, a reorganisation, a contractor arrangement that suddenly looks fragile. Your parent company has a playbook, but it was written somewhere else, and applying it here is how a manageable situation becomes an expensive one.
We give you HR-side counsel on the case in front of you: the routes available, the likely cost and timeline of each, the documentation your position depends on, and the conversation itself. Where litigation or formal representation is needed, we bring in a Dutch employment lawyer and run the HR side alongside them.
From the first briefing through to the settlement or the filing.
A senior consultant takes the facts, the contract and the existing file, then confirms what is actually at stake.
Each viable route compared on timeline, likelihood and cost range so you can choose deliberately.
The letters, records and evaluations your position rests on, drafted to the standard that gets tested.
Scripts, scenarios and, where it helps, a consultant in the room for the meeting itself.
Settlement drafting, UWV filings or court preparation, with a lawyer engaged where the matter requires one.
Reintegration files and contractor arrangements assessed against what an inspection or a claim would look for.
What changes when counsel arrives before the conversation does.
Urgent matters get a senior consultant who reads the file and comes back with options, not a holding response.
Cost ranges and settlement expectations are modelled up front, so the route is chosen on facts rather than on hope.
A lawyer tells you what holds up. We also tell you what it does to the team, the manager and the timeline, then help you run it.
Once the matter closes we fix the cause: the clause, the appraisal habit or the absence procedure that produced it.
Anonymised matters across dismissal, absence and contractor arrangements.
Head office instructed the Dutch manager to terminate a sales director with immediate effect after a failed quarter. No performance file existed and the announcement was hours from being made.
We stopped the announcement, set out the two realistic routes with cost ranges, and ran a documented process. The matter closed by negotiated settlement inside the modelled range.
An employee had been absent for over a year and the reintegration file had visible gaps. The parent wanted its exposure quantified before signing off the next site budget.
A file review produced a written status, the missing steps and a corrected plan. The exposure question was answered in one memo the parent could take to its board.
Three long-running contractors were embedded in delivery teams, and finance had started asking whether the arrangements would survive scrutiny.
Each arrangement was assessed and classified. Two were converted to employment on prepared terms and the third was restructured with revised documentation.
Client situations are anonymised. Names and identifying details have been changed.
Same day pickup, written options within days, execution from there.
We take the facts, the contract, the sector position and the existing file, then confirm what is at stake.
Each viable route compared on timeline, likelihood and cost, with a clear recommendation.
Documentation, the conversation, filings and settlement drafting, with a lawyer engaged where required.
We fix the underlying cause so the same case does not return next quarter.
You get a written scope and a fixed fee before any work begins, so the cost is settled at the start instead of arriving as an hourly invoice at the end of the month.
International employers with a Dutch decision that cannot wait.
International employers facing a Dutch dismissal, exit or reorganisation
Head offices that need Dutch exposure quantified before they decide
Companies with a long-term absence case that has quietly drifted
Employers questioning whether contractor arrangements will hold up
Our role next to lawyers, response speed and how we charge.
No. HRhelp gives HR-side counsel: the practical application of Dutch employment rules to your case, the file, the process and the conversations. Where litigation or a formal legal opinion is needed, we bring in a Dutch employment lawyer and manage the HR side alongside them.
Through HR S.O.S. a senior consultant picks up the same working day, reviews the contract and the file, and comes back with options rather than an acknowledgement.
A defined matter is quoted as a fixed fee once we have seen the file, usually within a day of the briefing. If you have a steady stream of smaller questions, a monthly advisory scope is the better fit.
Compliance builds the documented baseline your Dutch entity should be able to evidence. This service applies to a live decision already in front of you, such as a dismissal, an absence case or a reorganisation.
Book a free 30 minute consultation. We will look at your situation, tell you exactly what we would do, and put a fixed price in writing before you commit to anything.
