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Sietske Bos-Bremmer

Sietske Bos-Bremmer

Associate | Attorney at law

Employment & Employee Participation

Sietske specialises in employment law, advising both large employers and employees on a range of matters such as dismissal (including summary dismissal), reorganisations, unacceptable behaviour in the workplace, incapacity for work and other HR-related issues. This means she can easily approach legal disputes from the perspective of both employer and employee, and keep sight of both parties’ interests. Sietske regularly provides training courses and webinars on current topics in employment law to HR professionals.

Sietske is an empathic, approachable attorney who likes to take a practical view of her cases. With her client’s interests at heart, she seeks out creative and surprising solutions with the aim of achieving the optimal result for her client, rather than the maximum.

Education

Sietske obtained both her Bachelor’s and Master’s degrees from Leiden University. She successfully completed her Master’s in Employment Law in 2021, graduating with her thesis on the topic of employer liability in the context of employee burnout.

Career

During her studies, Sietske worked as an external court clerk at the District Court of The Hague. She also volunteered at De Leidse Rechtwinkel, where she provided free legal advice in the area of employment law to Leiden residents with limited financial means. Sietske also undertook internships at a number of law firms, including De Clercq. She has been associated with De Clercq since 2021.

Sietske’s daily practice

In the area of employment law, Sietske mainly works on HR-related matters such as dismissal (including summary dismissal), unacceptable behaviour in the workplace, reorganisations, and incapacity for work. Her approach is aimed at finding practical solutions that will help her client move forward, and this quality makes her an excellent sounding board for HR consultants.

Selected cases

Summary dismissal

Providing advice and guidance to employers in handling and settling summary dismissals, and in the associated litigation.

Guidance in reintegration processes

Guiding employers in the reintegration process, on the one hand to ensure that they satisfy all of the obligations under the Eligibility for Permanent Incapacity Benefit (Restrictions) Act (Wet Verbetering Poortwachter) and avoid wage sanctions, and on the other to enable employees to return to work as soon as possible.

Unacceptable behaviour in the workplace

Advising employers on how to prevent unacceptable behaviour in the workplace, and which steps need to be taken in the event that an employee reports (anonymously or otherwise) unacceptable behaviour in the workplace to their employer.

Reorganisation

Guiding employers through the entire reorganisation process, including drafting the request for advice for the works council.

Stay up to date

The latest developments

Employment, Employee Participation & Mediation

Transgressive Behaviour in the Workplace: Legal and Cultural Shifts in the Netherlands

13 May 2025

In the Netherlands, the topic of “grensoverschrijdend gedrag”—transgressive or inappropriate behaviour in the workplace—has evolved from a relatively underexposed HR issue to a legal and societal priority. As an employment lawyer advising Dutch and international employers, I have seen this shift unfold in both subtle and seismic ways. What was once handled quietly within organisations is now a subject of public debate, regulatory scrutiny, and legislative reform. In this blog, I explore the recent legal developments, practical implications, and cultural challenges surrounding transgressive behaviour at work in the Netherlands—and what employers should know to act responsibly and effectively.

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Employment, Employee Participation & Mediation

Modern Employment Conditions: (4) Changing Employment Conditions

30 April 2025

The work environment has changed significantly in recent years. Technological advancements, a new generation of employees, and the desire of workers to pay more attention to work-life balance are forcing employers to review their policies and employment conditions. It is important to respond to these changes, as modern employment conditions are increasingly becoming a determining factor for talent retention, attracting new employees, productivity, and overall employee engagement. What modern employment conditions can you think of? You can read more about this in this blog series.

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Employment, Employee Participation & Mediation

Appealing to the return guarantee in the social plan? Not a foregone conclusion!

29 April 2025

Suppose: you part ways with your employer during a reorganization with a settlement agreement. The social plan, which applies to your settlement agreement, states that you can be re-employed within 26 weeks if a suitable vacancy arises. But what if that vacancy is filled internally? Do you still have the right to return? In a recent ruling, the court of appeal considered such a situation. The employee claimed that the employer had violated their return guarantee. The subdistrict court agreed with the employee, but the court of appeal thought otherwise. In this blog, I explain what the court of appeal ruled and why it is relevant for HR and employers. 

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