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Montse Rodríguez Escudero

Montse Rodríguez Escudero

Mediator & Senior Associate | Attorney at law

Employment, Employee Participation & Mediation

Montse Rodríguez Escudero is an experienced and motivated attorney who is always enthusiastic about helping her clients. She deals with almost all aspects of employment law, and the broad field of employment participation law, in which she specialises. She also specialises in collective labour agreement matters and transfers of undertaking.

Montse’s clients appreciate her shrewdness, commitment and solution-oriented approach. Montse is also registered as a mediator with the Netherlands Federation of Mediators (Mediatorsfederatie Nederland, MfN).

Education

Montse studied law at Erasmus University Rotterdam, and successfully completed the Postgraduate Course in Employment Law. She has also completed various mediation courses.

Career

In 1996, Montse was sworn in and began her career as an attorney with a large international law firm before joining De Clercq in 2005.

Montse’s daily practice

‘I assist large and medium-sized companies, directors and works councils with a variety of matters such as restructuring, reorganisation, outsourcing, transfers of undertaking and collective labour agreement issues. I also advise works councils and directors on employment participation relations in both national and international corporations. In addition to this, I deal with individual and collective dismissal processes, and sick employees. I regularly give courses and workshops in employment law and employment participation law to works councils and HR managers. I also serve as a mediator in employment law matters, and in cases between members of works councils and/or between works councils and their director. Furthermore, I train mediators on the employment law aspects of mediation at the Centre for Conflict Management in Haarlem.’

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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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