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Jaouad Seghrouchni

Jaouad Seghrouchni

Senior Associate | Attorney at law

Employment & Employee Participation

Jaouad has considerable experience in the field of employment law and advises large national and international companies on a variety of employment law matters, such as collective and individual dismissals, reorganisations, mergers, terms and conditions of employment, and disability. He is an expert in the field of flexible work, the implications of hiring freelancers, and pseudo self-employment. Jaouad regularly publishes on these topics.

Jaouad is an astute attorney with strong analytical skills. He combines his legal expertise and experience with a positive energy, is creative in devising practical solutions, and is quick to respond. His energy, approachability and sincere interest in others have enabled him to build valuable long-term client relationships (including internationally) and satisfactorily resolve issues for clients.

Education

Jaouad studied law at Leiden University and completed his Master’s degree in Civil Law in 2014, after which he successfully completed the LL.M. Public International Law (cum laude) in 2015 at the Graduate Institute of International and Development Studies in Geneva. In 2023, he successfully completed the Grotius Employment Law specialisation course (cum laude).

Career

Jaouad has been an attorney since September 2015, and started his career in employment law at Loyens & Loeff. He joined De Clercq in September 2021.

Jaouad's daily practice

Jaouad advises and litigates for large national and international companies on employment law matters, including collective and individual dismissal, reorganisations, mergers, transfers of undertaking, terms and conditions of employment, and disability. He specialises in the field of flexible and cross-border employment, and regularly collaborates with foreign lawyers if the case requires this. Sharing knowledge is an important part of his practice, and he does this by exploring legal issues in depth for academic journals and lecturing at educational institutions and for various national and international networks.

Selected cases

Guidance in a European restructuring case

Providing advice and guidance for a European restructuring case resulting in reorganisation in several European countries. This involved collaborating with a number of European lawyers.

Setting up remote working

Advising on the set-up and legal implications of long-term remote working from various European countries, whether or not as a self-employed person. This involved collaborating with several foreign lawyers and tax specialists.

Guidance in a reorganisation

Providing advice and guidance on a reorganisation in which a social plan was negotiated at the collective level with the works council and unions. Assistance was provided to the employer at the individual level for negotiations with employees.

European transfer of undertaking

Providing guidance in an advisory process and further steps in the context of a cross-border transfer of undertaking in which several foreign lawyers were involved.

Advising on a large-scale reorganisation within the government

Undertaking an advisory process with the works council on a major organisation-wide reorganisation, including the implementation.

Litigating on the trade union position with respect to terms and conditions of employment

The entrepreneur asked us to litigate on their behalf on maintaining their own terms and conditions of employment, without mandatory consultation with the unions.

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The latest developments

Employment, Employee Participation & Mediation

Cross-border behavior in the workplace: how to create a safe organizational structure

4 March 2025

Approximately one-third of working Dutch people experience cross-border behavior in the workplace. Cross-border behavior, such as bullying, intimidation, or discrimination, deserves attention within organizations. A safe organizational structure is essential to prevent such behavior. But how do you create such a structure? Cross-border behavior in the workplace does not appear out of nowhere. Often, unwanted behavior patterns, power imbalances, and unclear reporting structures creep into an organization unnoticed. These risks often lie within the organizational structure itself. By identifying these risks, you take an important step towards a safe and positive work environment. In this second blog of the series 'Cross-border behavior in the workplace,' I discuss six common risk factors. I also provide measures to reduce these risks and promote a safe work culture.

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Employment, Employee Participation & Mediation

New obligation for employers: code of conduct for unwanted behavior

28 February 2025

Attention employers with 10+ employees: a legal obligation to implement a code of conduct for unwanted behavior is on the way. As a result, the Working Conditions Act will be amended. This legislative change is now open for public consultation. You can provide your input until March 23, 2025, via this link.  

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Employment, Employee Participation & Mediation

At the table as a works council? Make sure you're involved early!

24 February 2025

"What is your most important tip for works councils?" As a co-determination lawyer, I get this question regularly. My answer is always the same: make sure you're involved early. Not when all the plans are already on paper, but when there are still real choices to be made. Of course, the executive must follow the rules. Follow the Works Councils Act (WOR). Ask for advice. But those who really want to have influence need to be at the table earlier. When plans are still taking shape. When alternatives are still open. When external advisors have yet to receive their assignments. Because a works council that only wants to be involved at the advice request stage is often too late to make a real difference. Renate Vink-Dijkstra and I recently commented on a case in the JIN journal that illustrated this again.

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