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Sophie Berg


CMS DeBacker
Chaussée de La Hulpe 178
1170 Brussels
Languages French, Dutch, English, Swedish

Sophie practices various aspects of labour law and social security law (counselling as well as litigation).

In addition to assisting clients on day-to-day human resources issues (employment contracts, transactions, individual dismissals), Sophie has developed a broad experience in collective employment issues such as national and cross-border transfers of undertakings, business reorganisations and collective dismissals.

She regularly advises clients on their policies with regards to well-being at work, work regulations and working duration.

Sophie also carries out legal audits.

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"Sophie Berg provides ‘commercial and spot-on advice’"

Legal 500, 2018

Relevant experience

  • Advising a leading newspaper distributor on the reorganisation of the company, including closing a department and collective dismissal
  • Advising various companies on the introduction of new work organisation systems, in particular work duration and flexibility (e.g. the introduction of 24h/7 day working schedules in a company active in the food sector)
  • Assisting a bank group with the transfer and integration of employees within the scope of C.B.A. 32bis
  • Advising a European cement industry group on the social aspects connected to the restructuring of its business
  • Assisting various international groups on the social aspects of a cross-border merger
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  • 2004 - University of Louvain, UCL (Law Degree)
  • 2005 - University of Ghent, RUG (Master European Law)
  • 2005 - Bar admission (Brussels, Belgium)
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Lectures list

  • Seminar “Alcool et drogues dans l’entreprise”, October 2009 and March 2010: Business Professional-training  
  • "Les aspect sociaux de la loi relative à la continuité des entreprises" within the framework of the seminar "La loi relative à la continuité des entreprises : une réalité utile pour les entreprises dans le contexte actuel de la crise", (Chamber of commerce and of industry of Belgian Luxembourg), October 2009
  • Internal seminars on the transfer of undertakings under Belgian law
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Show only
Septem­ber 2018 News­let­ter
20 Sep 18
Su­preme Court rules on fraud­u­lent A1 cer­ti­fic­ates
1. Con­text When send­ing em­ploy­ees to work abroad, an em­ploy­er must ap­ply for cer­tain cer­ti­fic­ates, such as an A1 second­ment cer­ti­fic­ate. This cer­ti­fic­ate is a de­clar­a­tion re­gard­ing the so­cial se­cur­ity...
March 2018 News­let­ter
16 Apr 18
The le­gis­lat­or in­tro­duces an ob­lig­a­tion of con­sulta­tion on dis­con­nec­tion...
As work­ers are in­creas­ingly con­nec­ted, in­clud­ing out­side nor­mal work­ing hours, blur­ring the line between work and home life, the le­gis­lat­or has in­tro­duced art­icles 15 to 17 of the Act of 26 March 2018...
February 2018
CMS Guide to Pen­sions
Key is­sues re­lated to pen­sions schemes across CMS jur­is­dic­tions...
11 Apr 18
Short­er no­tice peri­ods for early part of em­ploy­ment con­tracts
The Act of 26 March 2018 re­gard­ing the strength­en­ing of eco­nom­ic growth and so­cial co­he­sion was pub­lished in the Bel­gian of­fi­cial journ­al on 30 March 2018. This Act mod­i­fies no­tice peri­ods for ter­min­a­tion...
June 2017 News­let­ter
12 Mar 18
Re­gistered mail can now be sent on­line through a qual­i­fied trust ser­vice...
Al­though there has been elec­tron­ic re­gistered mail since 2016, there have not been any re­cog­nized qual­i­fied trust ser­vice pro­viders in Bel­gi­um. Now the com­pany IT Con­nect Solu­tions has been re­cog­nized...
April 2017 News­let­ter
26 Jan 18
Non-Re­cur­ring Res­ult-tied Be­ne­fits ex­cluded in Col­lect­ive Dis­missal...
Since 1 Janu­ary 2008, em­ploy­ers can grant their em­ploy­ees a "Non-re­cur­ring res­ult-tied be­ne­fit" (“NR­RB”): a bo­nus based on the col­lect­ive res­ults of the com­pany, of the cor­por­ate group, or of a well-defined...
CMS has as­sisted Chaussea in the ac­quis­i­tion of sev­er­al...
01 Dec 17
Flexi-jobs: no longer just for the Hore­ca sec­tor!
The law of 16 Novem­ber 2015 in­sti­tuted a new form of em­ploy­ment. Em­ploy­ees who already have a prin­cip­al oc­cu­pa­tion with one or more em­ploy­er(s) of at least 4/5 work­ing days a week may  take up a com­ple­ment­ary...