Jan Dop assists national and international enterprises in all facets of their day-to-day business operations. He specializes in personnel, real estate and issues involving public authorities. Jan is Head of our Embassy Desk, that serves Embassies, Consulates, diplomats and expats. He has been a lawyer at Russell since 1995, and became a partner in 2011.
Jan Dop is a lawyer and partner at Russell Advocaten. He is an experienced lawyer combining profound legal knowledge with the knowledge of his client and its business. Thus he succeeds to turn complex legal problems into efficient and practical solutions and adequate advice. As Head of our Embassy Desk, he assists Embassies and Consulates.
Jan advises and litigates for entrepreneurs in national and international disputes on undertaking, personnel, and real estate. His clients include international fashion businesses, IT businesses, and wholesale traders. He regularly publishes articles on employment law in legal journals.
And besides…
Jan is an enthusiastic sailor. In 2013, he took part in the ‘Atlantic Rally for Cruisers’.
Jan Dop, LL.M. has registered the following legal areas in the register of legal areas of the Netherlands Bar:
According to the standards of the Netherlands Bar the registration obliges me to obtain ten training credits per year in each of the registered legal areas.
As of 1 January 2024, the 30% facility, the tax exemption for expatriates, will be reduced, both in terms of duration and amount. What does the new regulation look like? What does the change mean for expats already in the Netherlands?
As of 1 January 2024, the statutory minimum wage and minimum youth wage will be increased. In addition, the minimum wage will be replaced with the statutory minimum hourly wage, which no longer depends on the extent of full-time employment. Below are the new amounts.
One in three employers in the Netherlands binds employees to a non-compete clause. However, this is not always necessary and hinders employees’ freedom to leave for a new job. The government therefore wants the non-compete clause to meet stricter requirements. What does this mean for employers?
