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  • Legal system, currency, language

    Constitutional. The official currency is the Kwanza (AOA). The official language is Portuguese.

  • Corporate presence requirements & payroll set-up

    A foreign entity may engage employees in Angola with proper payroll registrations, subject to business, corporate and tax considerations. The employer is responsible for withholding from an employee's pay, and delivering to the tax authority, income tax and contributions to Angolan social security. The level of income tax is defined by the government and varies in line with the employee's salary.

  • Pre-hire checks

    Required

    Immigration compliance and pre-hire medical examinations.

    Permissible

    Reference and education checks are permissible.

  • Immigration

    Criminal and medical checks must be issued by competent authorities, a criminal record must be issued by the home country and a medical certificate must be issued by a doctor in the employee’s home country.

    The visa/work permit requirements for overseas nationals to work in Angola are having a recognized travel document valid for the Angolan territory for at least 6 months, being of legal age, not being included in the national list of undesirable persons prohibited from entering into the national territory, not constituting a danger to public order or to social security interests, complying with all health regulations established by the Ministry of Health for entry into the national territory, having an employment contract or promissory employment contract, having a certificate of professional and educational qualifications and curriculum vitae, and obtaining a positive opinion of the competent Ministry.

  • Hiring options

    Employee

    Indefinite-term contract (which is the rule), fixed-term or open-term (ie, a term contract whose termination date has not yet been defined, but that will be terminated as soon as the underlying need for contracting is no longer verified – for example, as a contract to cover absence), part-time contract, telework contract and contract under service commission regime – a particular type of contract for high-level employees which provides flexibility for termination and is not common. The parties may execute an employment contract for a fixed term or open term, which must be done in writing. Part-time, fixed-term and open-term employees may not be discriminated against due to their status.

    Independent contractor

    Independent contractors may be engaged directly by the company or via a personal services company. Engagement may be subject to misclassification exposure. The factors that tend to indicate an individual is an employee (rather than, for example, a self-employed independent contractor) are the existence of a work schedule, the scheduling of vacation, the worker’s legal subordination to the company, the company’s authority, direction and disciplinary powers, control of punctuality and attendance over the individual, integration into the structure of the company and use of work tools belonging to the company, among others.

    In the event of misclassification, the relationship may be converted into an employment relationship on a permanent basis, and the employer may be liable to pay: a fine for non-compliance, employment entitlements owed as of the commencement of the activity and social security contributions.

    Agency worker

    Agency workers may only be engaged to fulfill a temporary need for work. The agency work contract duration depends on the underlying reason for hiring and does not typically exceed 24 months. Agency workers have the right to equal treatment to employees in relation to pay and other regular benefits.

  • Employment contracts & policies

    Employment contracts

    Written employment contracts are common but not mandatory, except for fixed-term, part-time, telework and service commission regime contracts as well as contracts with foreign employees and underage employees. Employment contracts cannot contain conditions that are less favorable to employees than mandatory employment legislation.

    Probationary periods

    Permissible.

    Employment contracts for an unlimited period of time may be subject to a probation period corresponding to the first 60 days of performance of work; the parties may, by written agreement, reduce or waive this period.

    The parties may extend the probation period, in writing, to up to 6 months in case of employees who perform management duties.

    In an employment contract for a fixed-term, the parties may set forth a probation period in writing, and its duration cannot exceed 30 days.

    Policies

    Employers with more than 50 employees must, in order to organize the work and labor discipline, draft and approve work rules or policies defining rules for the technical organization of work, work discipline, safety, hygiene and health protection of work, performance indicators, a remuneration system, working hours for the several sections of the company or work center, control of entrances and exits and circulation within the premises of the company, and surveillance and control of production.

    Employers with 50 or fewer employees may, but are not required to, implement employee policies or handbooks on the matters described above.

    Third-party approval

    Whenever the employee’s handbook or any other rules and regulations establish rules on performance and discipline, remuneration systems, work performance or safety, hygiene and health protection at work, the employer must forward such regulations for information and registration purposes to the General Labor Inspectorate.

  • Language requirements

    Portuguese. Nevertheless, employment contracts and other documents may be drafted in a bilingual template.

  • Working time, time off work & minimum wage

    Employees entitled to minimum employment rights

    All employees are entitled to minimum employment rights.

    Working hours

    Maximum daily and weekly working hours are 8 hours per day and 44 hours per week. Overtime pay is required for hours worked in excess of these limits. These limits may be inapplicable to employees who perform direction and leadership duties, duties of inspection, or provide direct support to the employer, teleworking employees and for other employees who regularly perform their duties away from the workplace , without the immediate control of their manager or performance of work which, by its nature, can only be carried out outside the limits of working hours (ie, employees who may be exempt from a work schedule). The corresponding written agreement, ie, the agreement establishing exemption from work schedule for one of the above mentioned reasons) shall be included in the employee’s individual file. Typically, employees under exemption regime are entitled to an exemption bonus.

    Overtime

    Overtime may occur with an extraordinary increase in workload, to prevent serious damage or if due to force majeure. It is subject to the following maximum limits: (a) 2 hours per day, (b) 40 hours per month and (c) 200 hours per year.

    Each hour of overtime work is compensated with additional payment of up to 30 hours per month, corresponding to 50 percent of the value of the normal working hour. Overtime exceeding that limit is compensated with additional payment of 75 percent for each hour.

    For purposes of payment for overtime work:

    (a) fractions of time of less than 15 minutes are not considered;

    (b) fractions of time between 15 and 44 minutes are considered as half an hour;

    (c) fractions of time between 45 and 60 minutes are counted as 1 hour;

    (d) work performed on the day or half-day of complementary weekly rest is considered a normal working day.

    Employees who perform overtime work that prevents them from taking daily rest are entitled to paid compensatory rest equivalent to the hours of rest missed, to be taken on the following working day. Employees who perform overtime work on a mandatory weekly rest day are entitled to a paid compensatory rest day, to be taken on the following working day.

    Wages

    The minimum wage is established by Presidential Decree. It is set out as a general minimum wage, but there is also a minimum wage for trade and extractive industry groups, transport services and manufacturing groups and agriculture groups. Under the Decree currently in force, the general minimum wage is AOA32,181.15. The following sector-specific minimum wages also apply:

    • Trade and extractive industry groups: AOA48,271.73

    • Transport services and manufacturing groups: AOA40,226.44 and

    • Agriculture groups: AOA32,181.15.

    Vacation

    Minimum 22 working days per year, plus 12 public national holidays.

    Sick leave & pay

    Employees are entitled to take off as much time as they need for sick leave. In this case, the employer continues to pay the employee’s salary for a period of 6 months, with the right of reimbursement from Social Security. For fixed-term employees, the obligation to pay salary ceases on the date of expiry of the fixed-term contract if the illness continues after that date.

    Employees can take up to 8 paid working days of leave per year to provide unavoidable assistance to members of the family, in case of illness or accident of the spouse, parents and children up to the age of 18.

    Maternity/parental leave & pay

    A pregnant employee is entitled to a paid maternity leave of 3 months. The amount of the maternity allowance is equal to the average of the 2 best monthly salaries from the 6 months preceding the commencement of the maternity leave. The maternity allowance is paid directly by the employer to the employee and, subsequently, the Social Security services reimburses the employer in full. Fathers are not entitled to any paid leave on the birth of a child; it is only considered as a justifiable reason for absence from work for 1 day. The father is also entitled to an unpaid supplementary leave of 7 consecutive or non-consecutive working days.

    Fathers are also entitled to replace the mother of their newborn child while on maternity leave in the event of the mother's proven physical or mental incapacity for the duration of the incapacity or in case of mother's death.

    Other leave/time off work

    Employees may also be entitled to leave for other purposes, such as for their wedding; relatives’ death, fulfillment of legal or military obligations which must be performed within the normal working period; attendance to tests by working students; attendance of training, professional proficiency, professional qualification or job conversion courses authorized by the employer; participation in cultural or sporting activities, either in representation of the country or the company or in official contests; the performance of necessary and urgent action in the exercise of leading tasks in labor unions as a union representative or as a member of the employee’s representative body; or the participation of the employee as a candidate to general or municipal elections approved by the competent authority.

  • Discrimination & harassment

    Discrimination based on the following protected characteristics is prohibited: race, color, gender, ethnic origin, marital status, origin or social rank, religious beliefs, political opinion, union affiliation and language.

  • Whistleblowing

    There is no special provision in this regard in Angola. Protection is only granted in the course of criminal action at the request of a whistleblower or by decision of the Public Prosecutor's Office.

  • Benefits & pensions

    Both employer and employee must pay contributions to social security in Angola to cover various employee benefits (eg, maternity leave payment and retirement pension). The employer must withhold the contribution due by the employee and deliver both contributions (ie, employer and employee) to social security every month.

    Current general rates are 3 percent of the gross wage for the employee and 8 percent for the employer.

    Employees with a minimum contributory period (ie, 35 years) qualify for a retirement pension at age 60 or in cases of total incapacity.

    Employers have no legal obligation to provide complementary or supplementary social benefits in addition to the social coverage provided for by the social public scheme. However, some companies – mostly large companies or multinational companies who have their own schemes worldwide – set up and provide private complementary health and pension schemes to their employees.

  • Data privacy

    The Data Privacy Law No. 22/11, June 17 governs Angolan data privacy and determines, in general terms, how to collect, use, disclose, store and give access to "personal information." 

    As a general rule, employers cannot require job applicants or employees to provide information about their life, health or pregnancy status.

    Job applicants or employees who have provided information containing personal data have the right to control their personal data, and may be informed of its content and the purposes for which it is intended, as well as demand that it be rectified and removed.

  • Rules in transactions/business transfers

    Provided that the same business activity is maintained, the new employer takes the position of the former employer in the employment contracts and takes their position in respect of the rights and obligations arising from the employment relationships. This is the case even if the employment contract is terminated before the transfer. The new employer takes their position as the employer of such former employees in respect of due and non-paid credits. Employees keep the same seniority and acquired rights which they had in the service of their former employer.

    The transferor must inform the employees' representative bodies or, in the absence of such bodies, the employees themselves of the transfer of the undertaking or establishment, the reasons for it and the date on which it is to take effect, its consequences for the employees and the measures envisaged for them.

    Employees must be informed in writing at least 22 working days before the transfer takes place or by posting a notice on the company's premises in the most accessible and visible places.

    The new employer must communicate the change of employer to the General Labor Inspectorate. The communication must be served within 15 business days following the transfer, stating the reason for the transfer and the future status of the employees.

    The transferor must inform the transferee of the terms and conditions that govern the employment relationship.

    Within 22 business days following the change of employer, the employees have the right to terminate the employment contract with prior notice, but this does not confer any right to compensation.

  • Employee representation

    Employee representative bodies are permissible but not mandatory.

    Trade unions are not common in Angola.

    In order to carry out their duties, trade union representatives are entitled to the following paid absences:

    1. 4 working days per month for carrying out duties as a member of the union's executive body;
    2. 4 or 5 hours per month for each union delegate or each member of the workers' representative body, depending on whether there are up to 200 or more employees affiliated to the respective unions at the work center.

    The employee must notify the employer in advance of the date and number of days they require for the exercise of trade union functions. Employers are obliged to provide a suitable place for workers' meetings whenever this is requested by the union representatives. Special protections against dismissal are granted to employees who perform, or have performed, duties as union representatives, either as leaders or delegates, or members of the employees’ representative body performing union-related activities.

  • Termination

    Grounds

    Unilateral termination by the employer: dismissal based on objective grounds (ie, redundancy reasons); disciplinary dismissal with just cause (ie, based on serious breach of the employee's duties).

    Termination without cause (with notice): only for employees hired under an employment contract of service commission regime (a particular type of contract for high-level employees which provides flexibility for termination but is not common).

    Other termination causes: mutual agreement, termination by the employee (ie, termination with notice or constructive dismissal with just cause), expiration (ie, fixed-term and open-term contracts or retirement).

    Employees subject to termination laws

    All employees.

    Restricted or prohibited terminations

    Special protection against dismissal is granted to employees who perform, or have performed, duties as union representatives, either as leaders or delegates, or members of the employees’ representative body performing activities; women covered by the regime of maternity protection; war veterans as per the definition provided by the applicable law; employees under the legal age; employees with a reduced work capacity or with a disability degree equal or higher than 20 percent.

    As a general rule, a copy of the notice served on the employee must be forwarded to General Labor Inspectorate.

    Third-party approval for termination/termination documents

    Except in respect of protected employees, third-party approval is not required to terminate an employment.

    Mass layoff rules

    If economic, technological or structural circumstances occur, which may be clearly demonstrated and which involve an internal reorganization or conversion, or the reduction or the shutting down of activities, which makes it necessary to eliminate or significantly change job positions, the employer may terminate the employment contracts of the employees who perform such job positions.

    Collective dismissal rules are triggered if the dismissal involves at least 6 employees.

    Information to the General Labor Inspectorate is required. However, there is no need to obtain approval for termination.

    The General Labor Inspectorate may undertake the diligence deemed necessary for clarification of the situation and, in case of a collective dismissal, during the period in which the evaluation of the General Labor Inspectorate occurs, the employer may promote a meeting with the representative body or with the committee appointed for the purpose of exchange of information and clarification and may forward the conclusions of the meetings to the General Labor Inspectorate.

    Notice

    For individual dismissals based on objective grounds (up to 5 employees): the employer must forward, at least 30 days in advance, prior notice of dismissal to the employee or employees who occupy the job positions to be extinguished or transformed.

    For collective dismissal: the prior notice is 60 days.

    Notice periods in case of a fixed-term contract where the termination occurs by expiration: 30 days.

    Statutory right to pay in lieu of notice or garden leave

    Payment in lieu of notice is permitted (and required if the notice period is not honored).

    Garden leave is allowed during the notice period.

    Severance

    Fair dismissal based on objective grounds (redundancy/collective dismissal):

    • 1 monthly base salary multiplied by the number of years of service up to 5 years, and .5 base salary multiplied by the number of years of seniority exceeding 5 years.
    • Fair disciplinary dismissal: no severance.
    • Higher severance payments may be agreed and are usual as a way to avoid litigation.   
  • Post-termination restraints

    A clause of the employment contract which restricts the activity of the employee for a period of time, which may not exceed 3 years from the termination of the contract, is lawful if the following conditions are met: (a) such clause is included, in writing, in the employment contract, or in its addendum; (b) the activity performed may cause real damage to the employer and may be considered as unfair competition; (c) the employee is paid a salary during the period of restriction of work: the corresponding amount will be included in the contract or its addendum.

    A clause which requires an employee who benefits from professional improvement or higher level education at the expense of the employer to remain at the service of the same employer for a certain period of time, provided that such period does not exceed 1 year, in case of training of professional improvement and up to 3 years in case of courses of high level education, is also lawful if established in writing. In this case, the employee may release themselves from remaining at the employer’s service by repaying to the employer the amount of the expenses incurred by the employer, in proportion to the remaining time until the term of the agreed period. The employer that hires the employee within the period of restriction of activity in the company is jointly liable for the damages caused by the employee or for the amount not returned by the employee.

  • Waivers

    In principle, statutory rights cannot be waived and any waiver of such rights will be null and void.

  • Remedies

    Discrimination

    Fine corresponding to 5 to 10 times the average salary paid by the company.

    Unfair Dismissal

    The employee may challenge the validity of the dismissal before the labor courts.

    If the relevant court declares the dismissal to be unlawful, by final judgment, the employer must immediately reinstate the employee in the same job position and benefiting from the same previous conditions and compensate the employee for all damage caused, both pecuniary and non-pecuniary.

    In addition to reinstatement and compensation, the employee is entitled to the base salary they would have received if they had continued to perform work, until the date of final judgment, less the amount of salary for the period from the date of dismissal until 30 days before the legal proceedings are initiated, if the legal action is not brought within 30 days of the dismissal. The amount due is always limited to a maximum of 6 months’ salary.

    If reinstatement is not possible or the employee does not want reinstatement, the employer must compensate the employee by paying them compensation corresponding to their base salary as of the date of dismissal multiplied by the number of years of their seniority, with the minimum amount corresponding to 3 months’ base salary.

    Failure to inform and consult

    Not applicable.

  • Criminal sanctions

    Typically, non-compliance with employment laws leads to administrative proceedings which may lead to the payment of fines. If such non-compliance is based on violation of rights that deserve protection under criminal law, it may also lead to this type of judicial proceedings.

  • Key contacts
    João Guedes
    João Guedes
    Partner DLA Piper [email protected] View bio
    Daniela Rosa
    Daniela Rosa
    Senior Associate DLA Piper [email protected] View bio
    Islândia Ribeiro
    Islândia Ribeiro
    Senior Associate DLA Piper Africa [email protected] T +244 923 612 525 View bio

Key contacts

Angola

João Guedes
João Guedes
Partner DLA Piper [email protected] View bio
Daniela Rosa
Daniela Rosa
Senior Associate DLA Piper [email protected] View bio
Islândia Ribeiro
Islândia Ribeiro
Senior Associate DLA Piper Africa [email protected] T +244 923 612 525 View bio

Argentina

Alberto Rubio
Alberto Rubio
Partner DLA Piper (Argentina) [email protected] T +5411 4114 5500 View bio
Florencia Fabio
Florencia Fabio
Associate DLA Piper (Argentina) [email protected] T +5411 41145500 View bio

Australia

Nicholas Turner
Nicholas Turner
Partner DLA Piper Australia [email protected] T +61 2 9286 8522 View bio

Austria

Stephan Nitzl
Stephan Nitzl
Partner DLA Piper Austria [email protected] T +43 1 531 78 1981 View bio

Bahrain

Mohamed Toorani
Mohamed Toorani
Partner and Head of Bahrain Office DLA Piper Bahrain [email protected] T +973 1755 0896 View bio

Belgium

Eddy Lievens
Eddy Lievens
Partner DLA Piper UK [email protected] T +32 (0) 2 500 1502 View bio

Brazil

Mauricio Tanabe
Mauricio Tanabe
Partner Campos Mello Advogados [email protected] T +55 21 3262 3011
Marcio Meira de Vasconcellos
Marcio Meira de Vasconcellos
Partner Campos Mello Advogados [email protected] T +55 21 3262 3029 View bio

Canada

Michael S. Richards
Michael S. Richards
Partner DLA Piper Canada [email protected] T +1 416 941 5395 View bio
Correna L. Jones
Correna L. Jones
Partner DLA Piper Canada [email protected] T +1 403 776 8820 View bio

Chile

Luis Parada
Luis Parada
Partner DLA Piper Chile [email protected] T +56 2 2798 2606 View bio

China

Johnny Choi
Johnny Choi
Partner DLA Piper Hong Kong [email protected] T +852 2103 0488 View bio

Colombia

Diana Zuleta Martínez
Diana Zuleta Martínez
Partner DLA Piper Martinez Beltran [email protected]

Czech Republic

Miroslav Dubovský
Miroslav Dubovský
Country Managing Partner DLA Piper Czech Republic [email protected] T +420 222 817 500 View bio
Ondřej Chlada
Ondřej Chlada
Senior Associate DLA Piper Czech Republic [email protected] T +420 222 817 826 View bio

Denmark

Nina Wedsted
Nina Wedsted
Partner DLA Piper Denmark [email protected] T +45 3334 0050 View bio

Finland

Riikka Autio
Riikka Autio
Partner DLA Piper Finland Attorneys Ltd. [email protected] T +358 5 0344 6582

France

Philippe Danesi
Philippe Danesi
Partner DLA Piper France LLP [email protected] T +33 (0)1 40 15 24 23 View bio
Marine Gicquel
Marine Gicquel
Senior Counsel DLA Piper France LLP [email protected] T +33 (0)1 40 15 24 71 View bio
Bijan Eghbal
Bijan Eghbal
Partner DLA Piper France LLP [email protected] T +33 (0)1 40 15 24 70 View bio
Jérôme Halphen
Jérôme Halphen
Partner DLA Piper France LLP [email protected] T +33 (0)1 40 15 66 36 View bio

Germany

Dr. Kai Bodenstedt LL.M.
Dr. Kai Bodenstedt LL.M.
Partner, Head of Employment DLA Piper UK LLP [email protected] T +49 40 188 88 158 View bio

Hong Kong, SAR

Helen Colquhoun
Helen Colquhoun
Partner DLA Piper Hong Kong [email protected] T +85221030840 View bio

Hungary

Helga Fehér
Helga Fehér
Partner DLA Piper Hungary [email protected] T +36 1 510 1100 View bio

India

Nohid Nooreyezdan
Nohid Nooreyezdan
AZB & Partners [email protected]
Nishanth Ravindran
Nishanth Ravindran
AZB & Partners [email protected]
Aishwarya Srivastava
Aishwarya Srivastava
AZB & Partners
Prachi Kulkarni
Prachi Kulkarni
AZB & Partners

Indonesia

Lia Alizia
Lia Alizia
Makarim & Taira S. [email protected]
Candace Anastassia Limbong
Candace Anastassia Limbong
Makarim & Taira S. [email protected]
Golden Mandala
Golden Mandala
Makarim & Taira S. [email protected]

Ireland

Ciara McLoughlin
Ciara McLoughlin
Partner DLA Piper Ireland [email protected] View bio
Alice Duffy
Alice Duffy
Legal Director DLA Piper Ireland [email protected] T +353 1 487 6659 View bio

Israel

Benjamin Sandler
Benjamin Sandler
Partner Yigal Arnon & Co [email protected] T +972 2 623 9200 View bio

Italy

Giampiero Falasca
Giampiero Falasca
Partner DLA Piper Italy [email protected] T +39 06 68 880 1 View bio
Fabrizio Morelli
Fabrizio Morelli
Partner DLA Piper Italy [email protected] T +39 06 68 880 1 View bio

Japan

Keiji Nasuda
Keiji Nasuda
Partner DLA Piper Tokyo [email protected] T +81 3 4550 6417 View bio

Kenya

William Maema
William Maema
Senior Partner IKM Advocates [email protected]

Kuwait

Iain Skinner
Iain Skinner
Partner DLA Piper Middle East LLP [email protected] T +971 4 438 6368 View bio

Luxembourg

Olivier Reisch
Olivier Reisch
Partner DLA Piper Luxembourg [email protected] T +352 26 29 04 2017 View bio

Malaysia

Marcus van Geyzel
Marcus van Geyzel
Peter Ling & van Geyzel [email protected]

Mexico

María Eugenia Ríos Espinosa
María Eugenia Ríos Espinosa
Partner DLA Piper Mexico [email protected] T +52 55 5261 1805 View bio

Morocco

Mehdi Kettani
Mehdi Kettani
Partner DLA Piper Morocco [email protected] T +212 (0)520 42 78 30 View bio
Adil Mouline
Adil Mouline
Associate DLA Piper Morocco [email protected] T +212 620 57 00 00

Mozambique

Gimina Mahumana Langa
Gimina Mahumana Langa
Partner SAL & Caldeira Advogados, Lda Mozambique [email protected] T +258 21 241400

Myanmar

Netherlands

Hélène Bogaard
Hélène Bogaard
Partner DLA Piper Netherlands [email protected] T +31 (0)20 5419 841 View bio

New Zealand

Laura Scampion
Laura Scampion
Partner DLA Piper New Zealand [email protected] T +64 9 916 3779 View bio

Nigeria

Olufunmilola Binuyo
Olufunmilola Binuyo
Legal Director Olajide Oyewole LLP [email protected] T +234 1 279 3670 View bio
Samuel Salako
Samuel Salako
Partner OLAJIDE OYEWOLE LLP [email protected] T +234 1 279 3852

Norway

Per Benonisen
Per Benonisen
Partner DLA Piper Norway [email protected] T +47 24 13 15 00 View bio

Oman

Iain Skinner
Iain Skinner
Partner DLA Piper Middle East LLP [email protected] T +971 4 438 6368 View bio
Medhi Al Lawati
Medhi Al Lawati

Peru

Philippines

Roy Enrico C. Santos
Roy Enrico C. Santos
PJS Law [email protected]

Poland

Agnieszka Lechman-Filipiak
Agnieszka Lechman-Filipiak
Partner DLA Piper Poland [email protected] T +48 22 540 74 61 View bio

Portugal

Benjamim Mendes
Benjamim Mendes
Partner DLA Piper ABBC [email protected] T +351 21 358 36 20 View bio

Qatar

Iain Skinner
Iain Skinner
Partner DLA Piper Middle East LLP [email protected] T +971 4 438 6368 View bio

Romania

Monica Georgiadis
Monica Georgiadis
Partner DLA Piper Romania [email protected] T +40 372 155 812 View bio

Russia

Vladislav Mazur
Vladislav Mazur
Legal Director Denuo [email protected] T +7 (495) 221 4431

Saudi Arabia

Iain Skinner
Iain Skinner
Partner DLA Piper Middle East LLP [email protected] T +971 4 438 6368 View bio

Singapore

David Smail
David Smail
Of Counsel DLA Piper [email protected] T +65 6512 9564 View bio

Slovak Republic

JUDr. Dr. Michaela Stessl
JUDr. Dr. Michaela Stessl
Advokátka/ Country Managing Partner DLA Piper Slovak Republic [email protected] T +421 2 5920 2122 View bio
Daniela Koncierova
Daniela Koncierova
Senior Lead Lawyer DLA Piper Slovak Republic [email protected] T +421 2 5920 2122 View bio

South Africa

Monique Jefferson
Monique Jefferson
Partner DLA Piper South Africa [email protected] T +27 64 880 8523 View bio

South Korea

Hoin Lee
Hoin Lee
Kim & Chang [email protected]

Spain

Pilar Menor
Pilar Menor
Partner DLA Piper Spain [email protected] T +34 91 319 12 12 View bio
Raul Torres
Raul Torres
Legal Director DLA Piper Spain [email protected] T +34 91 319 1212 View bio

Sweden

Björn Rustare
Björn Rustare
Partner DLA Piper Sweden [email protected] T +46 8 701 78 07 View bio
Johan Zetterström
Johan Zetterström
Partner DLA Piper Sweden [email protected] T +46 72 142 02 23 View bio

Switzerland

Vincent Carron
Vincent Carron
Schellenberg Wittmer [email protected]

Taiwan, Republic of China

John Eastwood
John Eastwood
Eiger Law [email protected]

Thailand

Komson Suntheeraporn
Komson Suntheeraporn
Partner DLA Piper [email protected] T +66 2 686 8557 View bio

Tunisia

Amel Mrabet
Amel Mrabet
Partner El Ajeri Lawyers - EAL [email protected] T +216 71 288 251 View bio

Turkey

Maral Minasyan
Maral Minasyan
Partner Kolcuoğlu Demirkan Koçaklı Attorneys at Law [email protected] T +90 (212) 355 99 00

Uganda

Moses Segawa
Moses Segawa
Partner S&L Advocates [email protected] T +256 39 2202 030 View bio

Ukraine

Olena Kuchynska
Olena Kuchynska
Managing Partner Kinstellar Ukraine [email protected] T +380 44 394 9040
Maksym Tesliar
Maksym Tesliar
Counsel, Head of Employment & Labor Law Kinstellar Ukraine [email protected] T +380 44 490 9575

United Arab Emirates

Iain Skinner
Iain Skinner
Partner DLA Piper Middle East LLP [email protected] T +971 4 438 6368 View bio

United Kingdom

Jane Hannon
Jane Hannon
Partner DLA Piper UK LLP [email protected] T +44 113 369 2512 View bio

United States

Marc Katz
Marc Katz
Partner DLA Piper LLP (US) [email protected] T +1 214 743 4534 View bio
Ute Krudewagen
Ute Krudewagen
Partner DLA Piper LLP (US) [email protected] T +1 650 833 2245 View bio
Rita Patel
Rita Patel
Partner DLA Piper LLP (US) [email protected] T +1 202 799 4242 View bio
Cassie Boyle
Cassie Boyle
Practice Group Director DLA Piper LLP (US) [email protected] T +1 312 368 7915

Venezuela

Victorino Márquez
Victorino Márquez
D’Empaire Abogados [email protected]
Biba Arciniegas
Biba Arciniegas
D’Empaire Abogados [email protected]

Vietnam

Hanh Tran
Hanh Tran
Partner; Co-Managing Director DFDL Vietnam [email protected] T +84 28 3910 0072
Dai Thang Huynh
Dai Thang Huynh
Partner; Head of the Hanoi Office DFDL Vietnam [email protected] T +84 24 3936 6411