Employment Law — Advice and Representation for Employees and Employers

Menahemov Shpigel & Co. advises and represents employees, senior executives and employers throughout employment and when it ends. The work includes reviewing agreements and payments, developing a negotiating position and representing clients in proceedings appropriate to the matter.

For employees, the assessment addresses rights and the implications of signing, responding or leaving. For employers, it addresses the basis for a decision, the records and legal exposure. Each matter brings the documents together with what happened in practice and the outcome sought.

What does the legal assessment examine?

The review considers agreements, payments and decisions throughout employment, together with provisions that may apply to the role and sector. A statutory right, an individual contractual term and a collective arrangement are not necessarily the same. For example, section 12 of the Minimum Wage Law prohibits contracting out of, or waiving, the right it provides. A signed document or a payment therefore still requires examination of the particular component and its source. Minimum Wage Law — Hebrew

Who Is Each Service For?

Employee Representation

Advice and assistance with dismissal hearings, dismissal, changes to employment terms and deterioration of working conditions; reviewing disputes over pay, pension contributions and related rights; and handling demands, negotiations and proceedings. The assessment aims to clarify the basis of each argument and the implications of the next step, without assuming that every adverse event leads to the same outcome.

Employer Representation

Reviewing employment documentation, advising on decisions during employment and on termination, responding to demands and representing employers in claims. The work is adapted to the business structure, the roles involved and the applicable arrangements, with attention to documentation, consistency of decisions and legal risks.

Foreign Workers & Employment Rights

Reviewing employment rights and employer obligations, employment documents, payments and disputes on termination, according to the sector and circumstances. The service described here concerns employment relationships; it does not offer assistance with visas, immigration or obtaining employment permits. Where a separate issue of that kind arises, the appropriate route for dealing with it must be clarified.

Disciplinary Law & Proceedings

Advice and representation concerning workplace investigations and disciplinary proceedings, including reviewing a summons, allegations, investigation materials and possible implications for the employee’s role. The employer and the procedural framework are identified at the outset; the same rules should not be assumed to apply to private employers, public service and every regulated body.

Workplace Discrimination, Harassment & Bullying

Assessing matters involving discrimination, sexual harassment, retaliation and workplace bullying, with attention to evidence, privacy and the continuation of employment. The first step is to establish the facts and the possible legal basis. These terms are not interchangeable, and should not all be assigned the same requirements of proof or procedure.

Executive & Senior Employee Representation

Reviewing employment agreements, bonuses and compensation arrangements, confidentiality and post-employment restrictions, role changes and departure agreements. Where the documents raise tax, pension or equity compensation questions requiring additional expertise, the assessment should be coordinated with the appropriate professional before a decision is made.

Match the work to the objective

Continued employment, correcting an account, agreeing a departure and responding to a claim call for different steps. Once the facts are established, the review can define a position, identify missing information and assess the scope for discussions, an agreement or proceedings. Where proceedings are already underway, the work must address the documents and the stage reached.

What should you prepare for a consultation?

Prepare a short chronology and the records relevant to the question: the contract and amendments, payslips, attendance records, contribution statements and correspondence. If a summons, decision or statement of claim arrived, retain its date of receipt too. Identify what is missing; a complete file is not required to begin an assessment.

Employers should also identify who made the decisions and what was communicated to the employee. Employees should explain what has been paid and what remains disputed. Collect only material you are entitled to hold and preserve the originals without editing.

Arrange an employment law consultation

Contact the firm to have the matter assessed and the appropriate work defined. Each enquiry is considered separately, including conflicts of interest and agreement on the scope of the service.

This is general information about Israeli law, rather than advice on a particular case.