01
Dismissal and hearings
Before dismissal, the law requires a real hearing, with a chance to respond. Without it, the dismissal itself can be grounds for a claim.
What to do nowRepresenting employees.
From the
first letter
to the judgment.
You were dismissed, weren't paid, were harassed at work, or a claim was filed against you. Each has a legal answer, and someone to argue it before the Labor Court.
[temporary image: case archive]
Why people come to me
You were dismissed without a hearing.
Your pay never came.
A claim was filed against you.
Each one has a legal answer.
I represent employees, not employers. I run your case myself, from the first conversation, through the letter to your employer, to the decision at the Labor Court.
What a case looks like, stage by stage
First contact Gathering evidence and payslips Demand letter to the employer Statement of claim Hearing at the Labor Court Judgment
A call, your side of the story, and what to keep from now on. No commitment.
Payslips, the agreement, messages, hours. The case is built on paper, not memory.
A reasoned demand with a deadline to respond. Sometimes it ends here.
When there's no response, I file. Every paragraph rests on a document.
You don't go in alone. I know what they'll ask and how to answer.
The decision. And if needed, enforcing it too.
Practice areas
What I handle
02
Severance pay
The right to severance doesn't depend on your employer's good will. I check seniority, reference salary, and any shortfall in the pension fund.
What to do now03
Delayed wages and overtime
Wages paid late, unpaid overtime, a payslip that doesn't match reality. Each one has a remedy in the law.
What to do now04
Harassment and mistreatment at work
A workplace that harms your dignity isn't a matter of personality. It's a legal matter, and there's a way to document it and act.
What to do now05
Employment and non-compete agreements
Not every clause you signed is enforceable. I check what's actually binding and what's only there to scare you.
What to do now06
Rights during pregnancy and after reserve duty
The law gives special protection to employees who are pregnant or returning from reserve duty. Dismissal during these periods requires a permit.
What to do now07
Representation at the Labor Court
From the statement of claim to the judgment. Preparing for the hearing, cross-examination, closing arguments, and an appeal if needed.
What to do now08
Civil litigation
Contract and financial disputes that reach the courts. Same method: documents, clear arguments, no surprises.
What to do nowArticles
What I explain in the first meeting, written down once and done right
- 01Dismissal
Dismissed without a hearing? What the Labor Court checks, and what it's worth
What counts as a lawful hearing, which defects entitle you to compensation, and how to document what happened in the room.
- 02Pay
Delayed wages: when you're entitled to increased compensation and how it's calculated
The difference between a day's delay and a month's, and what the Labor Court requires before awarding compensation.
- 03Pay
Overtime without records: who carries the burden of proof
When there's no time clock, who has to prove how much you worked. The answer surprisingly favors the employee.
The first conversation
The first conversation sets the direction.
052-557-1294
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