Practice areas

What I handle

Each area here gives three short answers: what the law says, what you're owed, and what the first step is. I'll go over the details of your case in a call.

Dismissal and hearings

Israeli case law requires an employer to hold a hearing before deciding to dismiss an employee: to present the claims against them in advance, give them time to prepare, and hear them with an open mind. An employee dismissed without a hearing, or after a hearing held only for show, may be entitled to compensation for unlawful dismissal, on top of the rights they're owed regardless when employment ends. The first step: keep the summons letter, the dismissal letter, and all correspondence with the employer, and don't sign a waiver before it's been reviewed.

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Severance pay

The Severance Pay Law provides that an employee dismissed after a year of work is entitled to severance pay, and in some cases an employee who resigned is also treated as dismissed, for example because of a material deterioration in employment terms. Severance is calculated from salary and length of employment, and it's worth checking what was deposited into the pension fund over the years and what's left to make up. The first step: gather your payslips, your employment agreement, and the pension fund statements, and check exactly what was paid when employment ended.

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Delayed wages and overtime

The Wage Protection Law sets a deadline for paying wages, and the Hours of Work and Rest Law requires an increased rate for overtime. An employee whose pay was late may be entitled to delayed-wage compensation, and an employee who worked overtime without being paid for it is entitled to back pay, even without organized attendance records. The first step: keep payslips, attendance records, and any messages about your hours, and put your employer on notice in writing before turning to the Labor Court.

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Harassment and mistreatment at work

The Prevention of Sexual Harassment Law puts a duty on the employer to prevent harassment in the workplace and to treat a complaint seriously, and the courts have also recognized mistreatment at work, meaning repeated humiliating and abusive conduct, as grounds for compensation in appropriate cases. An employee who was harmed can claim compensation from the person responsible, and in certain circumstances from an employer who failed to meet its duties. The first step: document every incident as it happens, with the date and details, and keep messages and emails, before filing a complaint.

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Employment and non-compete agreements

The employment agreement binds both sides, but a clause restricting an employee from working for a competitor is examined by the Labor Court under tests developed in case law, and isn't enforced automatically. An employee is entitled to written notice of their terms of employment, and can refuse terms that restrict their freedom to work beyond what's needed to protect a legitimate interest of the employer. The first step: read the agreement before signing, and if you've already signed, have the clause reviewed by a lawyer before responding to any demand from your employer.

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Rights during pregnancy and after reserve duty

The Women's Employment Law prohibits dismissing a pregnant employee without a permit, under conditions set out in the law, and the Discharged Soldiers Law protects an employee returning from reserve duty against dismissal in the period after their service. An employee dismissed in violation of these protections may be entitled to compensation, and in some cases to reinstatement. The first step: notify your employer in writing of the pregnancy or the service, keep that notice, and don't sign anything ending your employment before it's been reviewed.

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Representation at the Labor Court

The Labor Court has exclusive jurisdiction over disputes between employee and employer, and proceedings there follow their own rules of procedure and evidence. An employee is entitled to file a claim for any right that was violated, to obtain the employer's relevant documents through discovery, and to carry the case through to a judgment or a settlement. The first step: gather the documents and the sequence of events, and check the limitation period for each cause of action before drafting a statement of claim.

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Civil litigation

Not every dispute ends up at the Labor Court: financial, contractual, and tort claims are handled by the civil courts under the rules of civil procedure. A defendant is entitled to file a statement of defense on time, raise counterarguments, and conduct a full proceeding, and a claimant is entitled to the relief they've proven. The first step: don't ignore a statement of claim you've received, check the filing deadline for your statement of defense right away, and get advice before that deadline passes.

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The first conversation

The first conversation sets the direction.

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