Lawyer
Employment law
Master of Law, variant Private Law, Erasmus University Rotterdam
Bachelor of Law, Erasmus University Rotterdam
Association of The Hague Employment Lawyers (VHAA)
Association of Young Employment Lawyers (VJAA)
Boardmember ACCESS
Dutch
English
Turkish
Within the Employment & Pension law section, Seliz advises national and international employers and employees on various employment law issues.
Seliz is called in to assist with a variety of issues within employment law, such as dismissal, employment conditions , incapacity due to illness and non-competition clauses. Seliz also has knowledge of and experience in liability law. She advises and litigates on cases concerning the liability of employers for industrial accidents and occupational diseases.
Seliz has a good sense for the interests involved in a case and likes to keep the lines of communication with her clients short. She is tenacious and a good negotiator. Clients describe Seliz as a committed and thorough person.
Seliz also publishes monthly in the magazine MT Rendement.
Netherlands Bar – register of legal practice areas
Seliz Demirci has registered the following legal practice areas in the Netherlands Bar’s register of legal practice areas (rechtsgebiedenregister):
This registration obliges her to obtain ten training credits per calendar year in each registered principal legal practice area in accordance with the standards set by the Netherlands Bar.
Dutch employment law is constantly changing. 2024 is no different with several interesting pieces of legislation are in the pipeline. Seliz Demirci from GMW Lawyers has the lowdown on the changes to Dutch employment law.
In the event of occupational disability, an employee is entitled to continued payment of their salary for 104 weeks. During this period, both the employer and the employee have rehabilitation obligations.
The law lists several grounds for dismissal. An employer can terminate the employment contract if one of these grounds, or a combination of them, is present. It must also be clear that the employee cannot be re-employed within the organisation. One of the grounds for dismissal under the law is a damaged working relationship.
