Every shekel recomputed
Each component rebuilt from source records with the statutory formula, producing a defence exposure number you can settle against.
Employment & executive disputes
When a working relationship ends and the claims begin.
Aun & Co. litigates employment and executive disputes before Israeli labour courts: termination claims, severance, non-competes and personal-liability theories.
Employment litigation in Israel runs on statute: severance under the Severance Pay Law, vacation redemption, notice, overtime, pension contributions — each with its own limitation period and calculation. Executive cases add equity, bonuses and restrictive covenants. The firm acts mainly for employers and their principals, including where claimants stack veil-piercing theories to reach owners and related companies. Every claim component is met with a formula, a defence position and a predicted outcome.
The work spans
- Defence of employers before the regional and national labour courts
- Resignation-versus-dismissal disputes and severance entitlement fights
- Component claims: overtime, vacation, holiday pay, pension shortfalls
- Veil-piercing and related-entity liability defence for owners
- Executive exits: bonuses, equity, non-compete enforcement and defence
- A former employee who resigned in writing now sues for dismissal compensation and stacked components.
- The claim names not only the company but you personally and a sister entity.
- An executive left for a competitor with the pipeline and the non-compete is being tested.
- The demanded sum is triple what your own payroll records support and you need it dismantled.
The firm calculates before it argues. Each claimed component is recomputed from the wage records — often the claim shrinks by half before a single legal argument is made. The employment chronology is then rebuilt around the termination moment, where most cases are decided: who said what, when, and in writing. Corporate-structure claims are answered with the register, not with rhetoric.
04 · What you get
Entities kept separate
Veil-piercing theories met with incorporation dates, registers and contracts — the documents that keep personal assets out of reach.
The termination moment fixed
Resignation or dismissal is usually decided by a handful of dated communications; the firm finds and frames them first.
A typical engagement: several respondents — a sole proprietorship, a later-incorporated company and their principals — face one former employee's claim treating them as a single employer. The defence separates the entities on the record and reprices each component against the payroll documents.
Described in abbreviated, anonymised form to preserve client confidentiality.
Is an employee who resigned entitled to severance pay in Israel?
Generally no — severance follows dismissal. Statute recognises exceptions where resignation is treated as dismissal, such as a material worsening of conditions, but the burden sits on the employee and contemporaneous documents usually decide it.
Can a company owner be personally liable for employment debts?
Only exceptionally. Piercing the corporate veil requires misuse of the corporate form — not mere ownership or family ties between entities. Clean records of separate incorporation, contracts and payroll are the effective defence.
What limitation periods apply to employment claims in Israel?
They vary sharply by component: seven years for wages and severance, three for annual vacation, and dramatically shorter windows for wage-delay penalties. A stacked claim often loses whole components on limitation before the merits are reached.