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The International Comparative Legal Guide to:
Employment & Labour Law 2011
A practical cross-border insight
into employment and labour law
Published by Global Legal Group, with contributions
from:
Afridi & Angell
Anderson Mori & Tomotsune
Andreas Neocleous & Co LLC
Bloomfield-Advocates & Solicitors
Cardenas & Cardenas Abogados
CASTEGNARO
Gerlach Rechtsanwälte
Heenan Blaikie LLP
Hogan Lovells
Homburger
HopgoodGanim Lawyers
KALO & ASSOCIATES
Khaitan & Co
KhattarWong
Koep & Partners
Littler Mendelson, P.C.
Lydian
Matheson Ormsby Prentice
Nikos Frangakis & Associates
Pachiu & Associates
Randl Partners
Shin & Kim
Shook, Hardy & Bacon L.L.P.
Simpson Grierson
Soewito Suhardiman Eddymurthy Kardono
VNA Legal
Yigal Arnon & Co.Chapter 18
Israel Ben Sandler
Yigal Arnon & Co. Shira Lahat
1 Terms and Conditions of Employment institutions to which such payments are to be made; and (ix) in the
event that the employer (or the association the employer belongs to)
is a party to a collective agreement applying to the employee’s
1.1 What are the main sources of employment law?
employment, the name and address of such association.
The main sources of employment law are protective labour law
legislation and developing case law. In addition, there are general 1.4 Are any terms implied into contracts of employment?
collective agreements in certain industrial sectors. Certain terms of
the general collective agreements between the largest labour union Mandatory labour protection laws are implied into all contracts of
(the “Histadrut”) and the largest organisation of employers employment, and supersede any contractual stipulation, even if not
organisations (the “Coordinating Bureau for Economic written in the agreement. Arrangements set forth by collective
Organisations”) apply to all private sector employees, whether or agreements or extension orders are also implied into contract of
not they are members of the union, by virtue of “extension orders” employment to which they are applicable. In addition, an
issued by the Minister of Industry, Trade and Labour. established consistent practice of the employer in a particular
workplace may be deemed as binding upon the employer.
1.2 What types of worker are protected by employment law?
How are different types of worker distinguished? 1.5 Are any minimum employment terms and conditions set
down by law that employers have to observe?
All employees are entitled to protection under Israeli labour law.
Independent contractors and freelancers are usually not subject to Minimum employment terms and conditions include minimum
labour laws, but in some circumstances independent contractors or vacation days per year, sick leave days, maximum working hours
freelancers may be deemed “de facto” employees and benefit from per day (including limitations on the number of overtime hours the
mandatory labour laws. employee may work), weekly day of rest, restrictions on night
work, minimum wage, minimum disbursements towards pension,
minimum travel expenses, and minimum notice requirements upon
1.3 Do contracts of employment have to be in writing? If not,
termination of employment.
do employees have to be provided with specific
information in writing?
1.6 To what extent are terms and conditions of employment
Written employment agreements are not required, but under the agreed through collective bargaining? Does bargaining
Notification to an Employee (Employment Conditions) Law, usually take place at company or industry level?
employers are obligated to provide their employees detailed written
notification of certain employment conditions, including written Much depends on the field and industry. Generally speaking,
updates with respect to any changes in the employment conditions company collective employment agreements are much more
(unless the changes arise from a change in the law or are visible on commonly found in traditional industrial companies. Historically,
the employee’s pay slip). certain collective employment agreements were created with
The required notification must include: (i) identification of the application to an entire field of industry or occupation, but their
employer and the employee; (ii) the date of commencement of terms are more general in nature and have more or less been
employment, and the term of employment (if the employment superseded in their entirety by more specific agreements and
agreement is for a fixed period), or indication that the employment legislation.
is not for a fixed period; (iii) a description of the main duties
required; (iv) the name or title of the employer’s direct supervisor 2 Employee Representation and Industrial
and, in a place of work where salary is determined on the basis of Relations
ranking set forth in a collective agreement, the employee’s ranking
and the applicable salary scale; (v) all payments to be made to the
employee as compensation, and the timing of such payments; (vi) 2.1 What are the rules relating to trade union recognition?
the length of a standard workday or workweek, as applicable; (vii)
the employee’s weekly day of rest; (viii) contributions to social Under Israeli law, an employer may not object to the incorporation
benefits made by the employer and the employee, and details of the of a workers’ union, and must negotiate with the union in good
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faith. In addition, the law protects the employees and imposes a 3 Discrimination
fine on employers who refrain from employing, dismiss or
otherwise abuse the employment terms and conditions of members
3.1 Are employees protected against discrimination? If so, on
of workers unions, or employees who try to establish a workers
what grounds is discrimination prohibited?
union in the workplace, or an employee who refrains from
becoming a member of a workers union. A recognised trade union
The purpose of the Equal Employment Opportunities Law, together
is a union which incorporates the highest percentage, and in any
Israel
with the Equal Opportunities for Disabled Law, the Women
event, no less than one third, of the employees in a workplace.
Employment Law, and some other relevant laws, is to prohibit
discrimination on the basis of any of the following grounds: gender;
2.2 What rights do trade unions have? sexual orientation; age; race; religious beliefs; nationality; country
of origin; opinion; political party; military service (including
The representative workers union in a workplace is usually entitled military reserve duty); and matrimonial or parental status.
to collect membership fees or representation fees, which are However, Israeli labour courts have held that this list is not
deducted by the employer from employees’ salaries and transferred exhaustive and other discriminatory parameters can be considered
to the union. An employer is obligated to negotiate a collective as violation of the Law.
employment agreement in good faith with the representative
employee union. The union officials are entitled to access to the
3.2 What types of discrimination are unlawful and in what
place of employment and to meet with employees, after
circumstances?
coordinating with the employer.
Discrimination is prohibited with respect to all aspects of
2.3 Are there any rules governing a trade union’s right to take employment, including recruitment, promotion, advancement and
industrial action? professional training of employees, and termination (including
when determining termination or retirement benefits).
The Collective Agreements Law, 1957 and the Settlement of Discrimination is also prohibited with respect to work conditions,
Labour Disputes Law, 1957 permit unions to take industrial action including salary, severance pay, and other benefits.
steps (such as slowdowns, strikes, etc.) subject to certain
restrictions and notice requirements, such as declaring a labour
3.3 Are there any defences to a discrimination claim?
dispute and providing advance of industrial action to the employer.
Israeli law recognises the defence of justified distinction –
2.4 Are employers required to set up works councils? If so, distinction on the basis of parameters relevant for the fulfilment of
what are the main rights and responsibilities of such the position (such as expertise and education).
bodies? How are works council representatives
chosen/appointed?
3.4 How do employees enforce their discrimination rights?
There are no requirements for employer initiated work councils in Can employers settle claims before or after they are
initiated?
Israel. Employers may join employers’ unions, and those unions
are authorised to sign general collective employment agreements
Employees may bring discrimination claims before the court, the
which apply to the members in the union and are sometimes applied
Minister of Industry, Trade and Labour, the Equal Employment
to specific sectors or groups through extension orders issued by the
Opportunities Commission, or, where relevant, the Commission for
Minister of Industry, Trade and Labour. Upon issuing such
Equal Rights for Persons with Disabilities or the Supervisor under
extension orders or before legislation of new regulations, the
the Women Employment Law. Employers may settle civil claims at
Minister of Industry, Trade and Labour usually consults the relevant
any stage. However, violations of the Equal Employment
employers union.
Opportunities Law are also criminal offenses, and proceedings in
connection therewith cannot be settled. Employees are also entitled
2.5 In what circumstances will a works council have co- to ask for and receive information regarding other employees’ terms
determination rights, so that an employer is unable to of employment, in order to be able to prove the alleged
proceed until it has obtained works council agreement to discrimination.
proposals?
This is not applicable in Israel. 3.5 What remedies are available to employees in successful
discrimination claims?
2.6 How do the rights of trade unions and works councils Employees may seek injunctive relief in order to eliminate the
interact?
discriminatory treatment or act, monetary compensation for
damages, and statuary award without being required to prove
This is not applicable in Israel.
damages of up to NIS 60,000 (approximately US$16,000).
2.7 Are employees entitled to representation at board level?
4 Maternity and Family Leave Rights
This is not applicable in Israel.
4.1 How long does maternity leave last?
Under Israeli law, women are statutorily entitled to maternity leave.
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There are two components of maternity leave: (1) the amount of maternity leave must remain employed for 90 days after she returns
time during which a woman is required or entitled to be physically from leave.
absent from the workplace; and (2) a woman’s entitlement to be During the first four months after a woman working full-time
paid during such absence. returns from maternity leave, she will be entitled to work one hour
The law was recently amended to extend statutory maternity leave less per day without a reduction in pay.
by an additional 12 weeks, from 14 to 26 weeks. During the first
14-week period (which may be, in some cases, extended to up to 18
Israel
4.4 Do fathers have the right to take paternity leave?
weeks), the employee is entitled to receive maternity payments
from the Israeli National Insurance Institute, while during the
Men are entitled to paternity leave of at least 21 days and up to 7
additional 12-week period the employee is not entitled to receive
weeks, on the terms detailed in question 4.2 above, provided that
payment. The 12-week extension is available solely to employees
the mother is entitled to maternity leave of 14 weeks at full pay and
who have worked in the same workplace or for the same employer
has chosen to return to work prior to the completion of her full
for at least 12 months prior to taking maternity leave, and may be
maternity leave. The first six weeks of the mother’s maternity leave
waived in whole or in part at the request of the employee, in which
cannot be waived by her.
case the employer must permit her to return to work within three
weeks of providing such notice. In addition, all employees who
have been on maternity leave are entitled to additional leave, but 4.5 Are there any other parental leave rights that employers
without pay or social benefits, for, depending on the circumstances, have to observe?
up to one year from the date of birth.
Upon the advice of a doctor, a pregnant woman is entitled to
medical “bed rest” if it is required to protect her pregnancy. During
4.2 What rights, including rights to pay and benefits, does a
this period, she is entitled to be absent from work, and in certain
woman have during maternity leave?
cases is entitled to receive payment from the National Insurance
Institute. In addition, a woman is entitled to be absent from the
As detailed above, during the first 14 weeks, eligible employees are
workplace during each pregnancy for purposes of medical
entitled to payment.
supervision authorised by a doctor. In the event of a miscarriage,
Whether a woman will be paid during her period of physical leave the woman may be absent from the workplace for one to six weeks,
from the workplace is a function of the amount of time during if authorised by a doctor. Fertilization treatments are fairly
which she worked before going out on maternity leave. A woman common in Israel and special rules apply with respect to the effect
who has worked at least 10 months out of the previous 14 months, of such treatments on an employee. A woman undergoing fertility
or 15 months out of the previous 22 months, will be entitled to be treatments and in vitro fertilization may be excused from the
paid by National Insurance for 14 weeks of maternity leave. A workplace if her doctor provides written authorisation, and the time
woman who has only worked for six months of the previous 14 of absence from work will be treated as sick leave. Certain rights
months will be entitled to be paid by National Insurance during only exist for male employees who undergo fertility therapy as well.
7 weeks of her leave. The woman will be paid her salary, limited to
In addition, employees are entitled to a certain amount of sick leave
a ceiling of three times the national average wage.
due to the illness of any child under the age of 16.
As opposed to her salary, a woman’s benefits during the maternity
leave period are paid by the employer, and remain completely
intact. As such, the period of maternity leave is included in 4.6 Are employees entitled to work flexibly if they have
responsibility for caring for dependents?
calculations for all seniority-based benefits. In addition, the
employer continues to pay all of the woman’s social benefits,
including payments to pension funds and education funds Disabled employees and employees who are responsible for a
established for her. disabled first-degree relative, are entitled to reasonable flexibility in
their work time and other terms, as long as it does not put an
In cases where the woman’s absence from the workplace is allowed unreasonable burden on the employer or affect work performance.
for a longer period of time due to sickness or medical contingencies
of her or the newborn, the woman may be entitled to additional
payment during this extended period. 5 Business Sales
It is forbidden to employ an employee during mandatory maternity
leave, and a woman’s employment cannot be terminated for any 5.1 On a business sale (either a share sale or asset transfer)
reason during that period, with or without authorisation of the do employees automatically transfer to the buyer?
Ministry of Industry, Trade and Labour (see question 6.4).
In the event of a share sale, the employing entity will typically
4.3 What rights does a woman have upon her return to work remain the same, and unless the employing entity initiates an act of
from maternity leave? termination, the employees remain employed by the same entity,
currently owned by the new shareholder. However, if the
Once a woman returns from maternity leave (or after leave of employees are transferred as part of an asset transfer, there will be
absence following maternity leave), her employment cannot be a change of the employer, which requires receipt of the employees’
terminated for 60 days after her return. During such 60-day period, consent. This may be achieved through an assumption of the
the employer is required to allow the employee to actually return to existing employment arrangements by the buyer, or through a “fire
work and cannot give notice of termination and pay her for the 60- and rehire” approach, however, even in the latter alternative, the
day period. Since employees (who have worked for over one year) new employer may in some circumstances be responsible for
are entitled by law to 30 days’ prior notice of termination, the residual liabilities deriving from the period of employment
practical effect is that a woman who has just returned from preceding the transfer.
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5.2 What employee rights transfer on a business sale? How of 30 days (additional contractual notice periods may apply). The
does a business sale affect collective agreements? length of the notice period will be less for employees paid on an
hourly basis. During the notice period, salary and benefits must
If the place of employment and the employee’s position remain continue to be paid unless the employer terminates the
essentially intact, then rights and entitlements deriving from employer/employee relationship with earlier effect. If the
seniority will generally continue to accrue on a going forward basis. employer/employee relationship are terminated with earlier effect,
With respect to unpaid salary or disbursements towards pension the employer will be responsible to make a payment “in lieu of
Israel
fund, a new employer may publish a notice requesting the notice” immediately upon termination, in the amount of the salary
employees to file claims within three months, following which the to which the employee would have been entitled in the remaining
employer will no longer be required to compensate the employee notice period, unless a contractual provision or binding practice
for such unpaid rights if no such claims have been made. provides otherwise or provides for additional benefits.
If a collective employment agreement applies, it will bind the new
employer as well. 6.2 Can employers require employees to serve a period of
“garden leave” during their notice period when the
employee remains employed but does not have to attend
5.3 Are there any information and consultation rights on a
for work?
business sale? How long does the process typically take
and what are the sanctions for failing to inform and
consult? Employers may chose to require their employees to refrain from
attending work during their notice period, provided that the
In workplaces where employees are organised in unions, the union employees receive full salary and benefits during such period,
has a right to receive information about any material transaction in unless a contractual provision provides otherwise.
the workplace. Additional rights may appear in specific collective
employment agreements. Otherwise, there is no obligation to 6.3 What protection do employees have against dismissal? In
consult or provide information to employees regarding a what circumstances is an employee treated as being
contemplated business sale. dismissed? Is consent from a third party required before
an employer can dismiss?
5.4 Can employees be dismissed in connection with a
business sale? Employees may claim unlawful dismissal on the grounds of
discrimination, breach of the employer’s obligation of good faith
In general, there is no prohibition on dismissal of employees in and/or failure to comply with the procedural requirements for
connection with a business sale provided that: (a) the employer has termination.
acted in good faith and in accordance with all requirements applicable Employees will be treated as dismissed for purposes of severance
for dismissal; and (b) no applicable collective employment agreement pay entitlement in the event of: (i) material worsening in their
stipulates otherwise. In such cases, employees will be entitled to such working conditions; (ii) if their employment is no longer possible,
rights and entitlements generally applicable upon dismissal. such as a result of the death of the employer or employee, health
condition of the employee or his/her close family member or
completion of liquidation procedures; (iii) under certain
5.5 Are employers free to change terms and conditions of
circumstances, change in the employee’s place of residency to a
employment in connection with a business sale?
place which is at least 40 kilometres away from the employee’s
work place; (iv) enrolment into military service; or (v) stay in a
In case of a transfer of employees to a new employer (in an asset
women’s crisis shelter.
sale), the new employer is entitled to offer the employees a new
employment agreement, and whatever will be agreed upon in the If a collective employment agreement applies, employees may
new agreement will apply. In case of a share sale, the employer benefit from special defences or procedures relating to dismissal,
cannot change the terms of employment unilaterally. However, the and certain collective employment agreements require the consent
employer can change any terms the employees agree to change, of the workers union to certain dismissals.
provided such consent is genuine and was freely given.
Terms of a collective employment agreement can only be amended 6.4 Are there any categories of employees who enjoy special
by a new collective employment agreement. protection against dismissal?
Generally, pregnant women, women on maternity leave or during
6 Termination of Employment the first 60 days following their return to work, and employees
undergoing fertility treatments may not be dismissed without the
6.1 Do employees have to be given notice of termination of prior approval of the Ministry of Labour. In addition, the
their employment? How is the notice period determined? employment of an employee in military reserve duty cannot be
terminated during the period of reserve duty and for 30 days
Israeli law sets certain minimum notice periods based upon a following return to work.
sliding scale.
For employees paid on a monthly basis: if an employee has worked 6.5 When will an employer be entitled to dismiss for: 1)
less than twelve months, then he/she is entitled to advance notice of reasons related to the individual employee; or 2) business
one day for each month during the first six months of employment related reasons? Are employees entitled to compensation
and an additional 2½ days for every additional month thereafter. If on dismissal and if so how is compensation calculated?
the employee has worked for the employer on a full time basis for
at least twelve months, the employee is entitled to an advance notice Assuming the employer is not subject to a collective bargaining
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agreement, dismissals may be initiated by the employer for any 6.10 How do employees enforce their rights in relation to mass
reason, provided it acts in good faith. The final payments made to dismissals and what are the consequences if an employer
the terminated employee will include last salary, payment for fails to comply with its obligations?
accrued but unused vacation days, and unpaid recuperation pay,
payment in lieu of notice in the event that the termination takes In the absence of collective agreements, the employees may enforce
place prior to completion of the notice period, and statutory their rights as set forth in question 6.7 above. It is common for
severance pay, if applicable, according to the following formula: the employees to retain counsel for this purpose. If a collective
Israel
last monthly salary multiplied by the number of years (or portions employment agreement applies, the employer must comply with its
thereof) that the employee worked. Under certain rare terms regarding dismissals, and failure to do so might cause
circumstances employees will not be entitled to severance pay. It is industrial actions to be taken.
common for employers to opt into a voluntary arrangement to limit
severance pay liability to amounts disbursed to “managers
7 Protecting Business Interests Following
insurance” (a common instrument combining elements of pension
planning and insurance) or provident funds on a monthly basis,
Termination
provided certain conditions are met, in accordance with Section 14
of the Severance Pay Law. Special rules for calculating severance 7.1 What types of restrictive covenants are recognised?
pay apply for employees who work on sales commissions or have
significant supplemental payments to base salary, or who have had It is common for Israeli companies to require employees to sign a
their salaries lowered during the course of employment. proprietary information agreement upon the commencement of
their employment, which typically includes nondisclosure, non-
solicitation and non-competition provisions.
6.6 Are there any specific procedures that an employer has to
follow in relation to individual dismissals?
7.2 When are restrictive covenants enforceable and for what
As a result of developing case law, an employer seeking to fire an period?
employee is generally required to provide the employee a hearing
before making a final decision to dismiss. The hearing is intended Under current case law, post-termination non-competition
to allow the employee an opportunity to respond to the employer’s undertakings are generally not enforceable, unless in very unique
grounds for dismissal and to express his or her position regarding situations. Non-solicitation and confidentiality undertakings are, in
the possible dismissal. The employer is required to consider the principle, enforceable.
employee’s responses in good faith. In some circumstances, failure
to carry out the above could result in reinstatement and/or
7.3 Do employees have to be provided with financial
significant compensation payable to the employee.
compensation in return for covenants?
6.7 What claims can an employee bring if he or she is Post-termination non-compete covenants may only be enforceable
dismissed? What are the remedies for a successful (if at all) if such non-compete is in exchange for sufficient
claim? compensation, and may not be enforceable for more than a limited
period of time.
Employees can claim unlawful dismissal on substantive and
procedural grounds. The remedies include receipt of injunctive
7.4 How are restrictive covenants enforced?
relief (including reinstatement), compensation for damages, and, in
certain circumstances, a statutory award without having to prove
damages. Employees can also file a criminal claim in certain cases Claims asserting violation of restrictive covenants may be brought
of dismissals. before the court. However, and as stated above, the courts are
extremely reluctant to enforce non-competition arrangements.
Non-solicitation and non-disclosure undertakings are, in principle,
6.8 Can employers settle claims before or after they are enforceable, but it is often difficult to establish from an evidentiary
initiated? standpoint that a violation has occurred.
Civil claims can be settled at anytime. If criminal or other
procedures have been initiated by governmental agencies, such 8 Court Practice and Procedure
procedures will continue to be carried out at the discretion of the
relevant authority. 8.1 Which courts or tribunals have jurisdiction to hear
employment-related complaints and what is their
6.9 Does an employer have any additional obligations if it is composition?
dismissing a number of employees at the same time?
Israel’s labour courts have wide and exclusive jurisdiction to hear
In any event of dismissal, notwithstanding the number of claims pertaining to employment-related matters. The labour court
employees dismissed, the employer is required to provide each of first instance will be a regional labour court. In addition,
dismissed employee with a hearing, as described above. If more complaints and discrimination related claims may be filed with the
than ten employees are dismissed, the employer must notify the Equal Employment Opportunities Commission, or, depending on
local Employment Service Bureau of the dismissals. the specifics of the case, the Commission for Equal Rights for
Persons with Disabilities or the Supervisor under the Women
Employment Law (under the aegis of the Ministry of Industry,
Trade and Labour).
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8.2 What procedure applies to employment-related 8.4 Is it possible to appeal against a first instance decision
complaints? Is conciliation mandatory before a complaint and if so how long do such appeals usually take?
can proceed?
Appeals against decisions of the regional labour courts are usually
It is very common for employment-related claims to be referred to heard by the National Labour Court of Israel. In some cases, in
mediation procedures after the initial court hearing of the claim. which a novel or important issue is addressed, appeals against
The law does not specify any internal procedures for handling decisions of the National Labour Court may be brought before the
Israel
employee complaints, except in cases of sexual harassment, for Supreme Court of Israel.
which procedures are set forth in the statute.
8.3 How long do employment-related complaints typically
take to be decided?
Claims submitted to the labour courts are usually decided in a
period between six to twenty-four months, depending on the
complexity of the case and the parties involved.
Ben Sandler Shira Lahat
Yigal Arnon & Co. Yigal Arnon & Co.
22 Rivlin Street Azrieli Center 5
Jerusalem 9242 Tel Aviv 67025
Israel Israel
Tel: +972 2 623 9200 Tel: +972 3 608 7835
Fax: +972 2 623 9236 Fax: +972 3 608 7716
Email: bens@arnon.co.il Email: shiral@arnon.co.il
URL: www.arnon.co.il URL: www.arnon.co.il
Ben Sandler has a wide-ranging and sophisticated practice Shira Lahat specialises in all aspects of labour and employment
concentrated on emerging and established technology law. She represents employers in day-to-day employment issues
companies. His practice straddles corporate and employment as well as in complex and sensitive events and transactions.
areas of the law. His clients range from entrepreneurs and start- Shira provides on-going legal advice to corporations and
ups to major international corporations. Ben has acted as Israeli individuals and represents the firm’s clients in court in all forms of
counsel in numerous M&A transactions, often for prominent labour dispute. Shira advises clients as to labour law
international clients. In addition to negotiating and handling ramifications in complicated commercial reorganisations,
traditional corporate aspects of M&A transactions, he often works mergers and acquisitions as well as negotiating other matters
with clients to structure and implement complex retention and relating to employee equity-based incentive plans and executive
post-transaction integration programmes. Ben also advises compensation.
corporate clients with respect to general corporate and Shira regularly appears before various judicial instances including
employment matters on an ongoing basis. He has extensive all labour court instances as well as different governmental
experience in executive compensation and employment issues, authorities. Shira is a member of the labour law committee in the
and leads the firm’s practice in employee incentive plans. Ben Israel Bar, and a member of the Israeli Society for Labour Law
was born in New York. He graduated magna cum laude from the and Social Security. Shira received her LLB from The
University of Pennsylvania, and received his law degree from the Interdisciplinary Center, Herzlia, Israel (1999), and her LLM from
Hebrew University, after moving to Israel in 1992. Tel-Aviv University, Israel (2005). She was admitted to the Israel
Bar in 2000.
Yigal Arnon & Co. is one of the largest and most dynamic law firms in Israel, and has a proven track record of innovation and
quality in meeting our clients’ needs. For nearly fifty years we have provided a full range of legal services to a wide-ranging client
base, including major international (“Fortune 500”) companies, emerging growth companies, investor groups and individuals.
Our diverse client base reflects our capacity to tailor work to specific client needs. Throughout our history, a full spectrum of clients
has turned to Yigal Arnon & Co. when seeking professionalism, service and integrity in helping them to resolve their complex and
challenging legal problems.
Clients select us and stay with us for our comprehensive legal skills. We recruit first rate lawyers, many of whom have the highest
academic credentials and join us after gaining invaluable experience with prominent firms overseas. We have a highly integrated
work approach, and complement the expertise of our specialists with the pooled talents of the whole firm. Our reputation for
achieving results has attracted and retained high-profile clients, demanding cases and exceptional lawyers.
We are also selected for our good business judgment. Resolving a complex legal problem involves a multi-disciplinary legal
approach as well as a thorough understanding of our clients’ objectives. These are essential steps in finding pragmatic and
effective solutions that will stimulate clients’ positive business growth or resolve their business disputes.
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© Published and reproduced with kind permission by Global Legal Group Ltd, LondonThe International Comparative Legal Guide to:
Employment & Labour Law 2011
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