Employment & Labour Law · European Union
Secure the Employee Benefits You Were Promised — in Writing
Pensions, private health cover, share schemes, company cars, bonuses and allowances are part of your package, not optional extras — yet the rules that protect them differ in every European country. We match you, free of charge, with an employment lawyer who advises on benefits and entitlements in your country, so what was promised is what you actually receive.
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Who this is for
Benefits are often the least understood — and most valuable — part of your package
Employee benefits are the non-wage elements of your package: occupational and private pensions, health and life insurance, share options and equity plans, company cars, meal or transport allowances, bonuses and other perks. Some benefits are required by law in certain countries, while others are purely contractual or discretionary — and the distinction matters enormously when a dispute arises. The value of these benefits is frequently underestimated, and the terms that govern them are often buried in contracts, plan rules and handbooks that employees rarely read. When benefits are reduced, withdrawn or simply never delivered as promised, employees can find themselves without a clear basis to claim them. A specialist employment lawyer can clarify what you are actually entitled to, secure it in writing, and enforce it if an employer fails to deliver.
Where employees are let down
Benefits promised in the offer are too often
lost in the gap between promise and contract
Vague wording, discretionary clauses and unwritten promises leave employees unable to enforce the perks they were recruited with.
Promises that never reach the contract
Bonuses, equity or allowances mentioned during recruitment may be absent from the written agreement — or described so loosely that the employer can later argue they were never guaranteed. Without clear terms, there is little to enforce.
Discretionary clauses used against you
Where a bonus or benefit is described as ‘discretionary’, employers sometimes withhold or reduce it arbitrarily. The legal position on discretionary benefits varies by country, and employees often accept the reduction without challenge.
Benefits lost on exit
Pensions, unvested equity and accrued allowances can be mishandled when you leave. What you keep, what you forfeit and what you are owed are governed by plan rules and national law — and are frequently miscalculated.
What you get
A lawyer who makes your benefits clear, binding and enforceable
We only match you with employment lawyers who advise on benefits and entitlements regularly in your country.
Entitlement review
Your lawyer reviews your contract, plan rules and handbooks to establish exactly which benefits you are entitled to, which are discretionary and which are required by law in your country.
Securing benefits in writing
Before you sign, or when terms change, your lawyer ensures benefits are described clearly and unambiguously in the agreement — so promises made during recruitment become enforceable terms.
Dispute resolution
Where a benefit has been reduced, withdrawn or never delivered, your lawyer advises on the strength of your position and represents you in recovering what you are owed.
Exit and pension protection
When you leave or retire, your lawyer checks that pensions, equity and accrued benefits are transferred or paid correctly, protecting the value you have built up over your career.
Coverage
Employee benefits lawyers across Europe
Benefit entitlements and the rules protecting them are set nationally, with significant differences in pensions, insurance and equity treatment across Europe. The right lawyer is one who applies your specific country’s rules. We match cases across the following countries and beyond:
Frequently asked
Employee benefits — common questions
Which benefits am I legally entitled to?
Some benefits, such as certain pension or insurance arrangements, are required by law in particular countries, while others are purely contractual or discretionary. Your entitlement depends on your country’s rules, your contract and any collective agreement — a lawyer can clarify exactly which apply to you.
Can my employer reduce or withdraw a benefit?
It depends on whether the benefit is contractual or discretionary and on the rules of your country. Contractual benefits generally cannot be withdrawn unilaterally, while discretionary benefits may be more flexible. A lawyer can assess your specific situation.
What does ‘discretionary’ actually mean?
Where a bonus or benefit is described as discretionary, the employer retains some latitude over it, but that discretion is not always unlimited and its limits vary by country. Employees sometimes have more protection than the label suggests, so it is worth reviewing the specific terms.
How are share options and equity treated on exit?
Treatment depends on your plan rules, your contract and national law. Whether unvested awards are kept, accelerated or forfeited when you leave can hinge on how your departure is classified, so it is important to check the rules before you resign or are dismissed.
What should I check before accepting a job offer?
Check that every benefit discussed during recruitment — bonus, equity, pension, health cover, allowances — is reflected clearly in the written agreement. Verbal promises that never reach the contract are very hard to enforce, so clarity at the outset protects you later.
What can I do if a promised benefit was never provided?
Gather your contract, offer letter, plan rules and any written or email evidence of the promise, then seek advice. A lawyer can assess whether you have an enforceable entitlement and represent you in recovering what you are owed or negotiating compensation.
Free case review
Get the benefits you were promised, secured in writing
Tell us about your role and the benefits at stake, and we’ll connect you with an employee benefits lawyer in your country — free of charge, with no obligation to hire.