Labour law, Social security law for private parties
I represent the interests of employers and employees in the labour law sector. This is advantageous as I know both sides very well and can fully commit myself to my clients.
What is true in other areas of law is particularly true in labour law: If you only go down the legal route and ignore interpersonal factors, you will be shipwrecked very quickly.
Recruitment, Appointment, Onboarding
I ensure that your contract does not overcommit you. Depending on your age, professional reorientation is no longer an easy matter. And you naturally want to keep your options open for the future.
You want
to have your new employment contract checked (see fixed price products)
The contract regulates the rights and obligations arising from the employment relationship. Certain clauses are governed by formal requirements that are a prerequisite for their validity.
to have a non-compete agreement checked
A large number of contractual non-compete agreements cannot be implemented in practice. They are drafted too comprehensively and do not take into account the specific situation.
to receive support as an expat
Parts of Switzerland’s labour law differ markedly from the European labour law. The country’s legal regulations are very liberal in many respects.
to defend yourself against mobbing
Persistent and unresolved conflicts such as mobbing can have serious consequences in interpersonal relations and the work environment, as well as cause severe health problems. Bullying can lead to physical and mental illness.
Dismissal, Annulment, Termination
Your boss’s emotions may have been running high when he or she dismissed you. Employers often make mistakes at such a moment and then think they have to write your reference accordingly. I will tell you whether your dismissal is legal, whether your reference has been phrased in a way that is detrimental to you and how you can counter this. The variable gratuity can be very high in executive positions. I will help you claim your dues in a tax-optimised way.
You want
to have your work reference checked (see the fixed price products)
The reference from your employer must be true, complete, clear, balanced, favourably worded and written for you personally. It is basically the employer’s task to evaluate your performance and conduct. However you need not accept every formulation.
a non-binding preliminary consultation to assess your case (see fixed price products)
to ascertain your protection against dismissal
Swiss law defines the factual and temporal dismissal limits; violation of these may result in the dismissal becoming invalid and/or an obligation to pay compensation.
to have your dismissal clarified (first free check at gekündigt.ch)
to negotiate a tax-optimised severance package for executives
Courts regularly have to address the subject of bonuses. As a result, specific legislation has been developed that distinguishes whether a bonus is to be treated as a voluntary gratuity or as a salary component. Depending on the size of the bonus, progressive tax rates have to be taken into account.
Insurances
Today, insurance companies almost automatically refuse to pay benefits. Switzerland’s unemployment insurance hastily orders adjustment days, the invalidity allowance is cut by the scheme’s administrators, and the daily sickness benefits insurance has already rated you as fit for work before your next doctor’s visit. I fight for your rights.
You want
to assert your rights vis-à-vis the unemployment insurance
to enforce your rights to an invalidity allowance
to clarify whether you can claim from the daily sickness benefit insurance
If employees do not fulfil their duties and obligations satisfactorily, benefits will be cut very quickly. Avoid this mistake.
Have you run aground?
No problem. Contact me and we will get you underway again.