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Partner & Attorney at law
Corporate Law
Paul de Groen has over 35 years of experience in advising and litigating on behalf of companies. His practice principally covers corporate law and employment law, but also encompasses everything a company has to deal with. He also works in the field of inheritance law.
For many years now, Paul has frequently had close working relationships with companies, both in the background as a consultant and in negotiations, and as an attorney in legal proceedings such as corporate litigation, acquisitions, shareholder disputes, and agency, commercial and distribution disputes. When it comes to employment law, Paul mainly represents employers in matters involving reorganisation, individual dismissal and drafting of contracts. He also supports employees and directors.
Paul studied at Leiden University, completing the postgraduate specialisation course in employment law and trademark attorney training. He is a member of the Dutch Employment Lawyers Association (Vereniging Arbeidsrecht Advocaten Nederland, VAAN).
Paul started his career as an attorney in Amsterdam, after which he worked four years as an attorney in Sint Maarten, the Netherlands Antilles. Upon returning to the Netherlands, he continued his legal practice as a partner at De Groen & Van Lint Advocaten for a considerable period.
Paul provides companies with advice on contracts and transactions on a daily basis, and is involved in both preventing and resolving disputes. He also regularly litigates, files attachments and represents clients in both civil proceedings and arbitrations.
Arbitration through the Netherlands Arbitration Institute (NAI)
The client – a foreign company – was the respondent in an arbitration case. All of the high claims were ultimately rejected, and the opposing party was required to pay the full legal costs.
Various cassations, including ECLI:NL:HR:2003:AF2844, voorheen LJN AF2844, Hoge Raad, C02/016HR (rechtspraak.nl) Employee/LAN-Alyst
The employee claimed a penalty based on a breach of the non-competition clause. Among other things, it was argued that the Placement of Personnel by Intermediaries Act (Waadi) nullified the non-competition clause. The case was brought to a successful conclusion for the employer, with a fundamental decision being issued that the penalty clause does not have to specify the purpose of the penalty.
Lead counsel in an acquisition
Paul recently represented the seller of a pharmaceutical company, with the acquisition being rapidly and successfully finalised.