Employment lawyer
in Luxembourg

Dismissal on notice, dismissal with immediate effect, redundancy: each is subject to its own conditions of form and substance. The firm examines whether the correct procedure was followed and whether the reasons given hold up.

A challenge must be brought within a short period, which runs from receipt of the letter. The employee may first ask to be given the reasons — a request itself subject to a time limit. The firm checks these dates at the first meeting.

Drafting, probationary periods, mobility and exclusivity clauses, unilateral changes to working conditions: the firm acts both when the contract is made and when its performance becomes contentious.

Wages not paid, overtime not settled, disputed bonuses, pay in lieu of notice: the firm quantifies what is owed and takes the steps needed to recover it.

Bullying and sexual harassment call for a methodical response. How the file is built — witness statements, written records, medical certificates — largely determines the outcome. The firm acts for the person affected and for the employer under a duty to investigate a report.

A non-compete clause is valid only if it meets strict conditions as to duration, scope and geographical extent. The firm assesses whether it holds and, where it does not, has it declared unenforceable.

Where the relationship cannot continue, a negotiated exit often removes the uncertainty of a trial. The firm negotiates the terms and makes sure the drafting is sound.

The firm represents employers and employees before the Labour Tribunal, from the initial application through to judgment, and on appeal.