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

Booking.com and mandatory office attendance: A reasonable requirement, but also a convincing balancing of interests?

3 November 2026

Can an employer require employees to work from the office at least two days a week? The recent court ruling concerning Booking.com has sparked considerable debate. For many, the answer seems obvious: surely requiring two days of office attendance is entirely reasonable? Legally, however, the issue is more nuanced. When the works council (OR) refuses to consent to a proposed decision, the court must assess whether the employer’s interests outweigh those of the works council. And it is precisely this aspect of the ruling that raises questions. Just how convincing is the balancing of interests carried out by the subdistrict court?

Read more

Employment, Employee Participation & Mediation

Self-Insuring for Sickness Benefits and WGA Benefits: Opportunities and Pitfalls for Employers

26 October 2026

As an employer, you can choose to bear the financial risks associated with sickness and incapacity for work of current and former employees yourself. This is known as self-insurance. This option can be financially attractive and gives you greater control over the reintegration of current and former employees. At the same time, self-insurance entails responsibilities and risks. What exactly does self-insurance for Sickness Benefits (Ziektewet) and WGA benefits involve? What are the advantages, and what pitfalls should employers be aware of? In this blog, we explain how self-insurance works and what you need to consider.

Read more

Employment, Employee Participation & Mediation

Carelessness Does Not Constitute Grounds for a Right to Be Consulted

12 October 2026

The Enterprise Chamber of the Amsterdam Court of Appeal (the “Enterprise Chamber”) delivered its ruling on 28 April 2026 in a case brought by the Temporary Works Council (the “TOR”) of the Identification and Screening of Asylum Seekers Service (Dienst Identificatie en Screening Asielzoekers, “DISA”) (ECLI:NL:GHAMS:2026:1105). The Enterprise Chamber ruled that the TOR had no right to be consulted on the decision to treat the reorganisations at DISA and the Immigration and Naturalisation Service (IND) as separate processes, without transferring personnel between them. According to the Enterprise Chamber, the decision concerned the allocation of public-law responsibilities between government services and therefore fell within the scope of the political primacy principle set out in Article 46d of the Dutch Works Councils Act (Wet op de ondernemingsraden, or WOR). Notably, however, the Enterprise Chamber described the decision-making process as “highly careless”. This finding did not lead to a different legal conclusion.

Read more
View all blogs