Employment law and human resources

Employment law is the area where a procedural mistake costs most. A dismissal that is substantively fair can be declared unfair — or void — because of a defect in the letter, the deadline or the evidence, and the financial gap between those outcomes is substantial.

We advise companies on decisions about their workforce with that care for procedure, and on one premise: most expensive employment disputes originate in poor documentation signed years earlier.

Prevention

We review the contractual framework of the workforce: the applicable collective agreement, job classification, working time and time-recording obligations, variable pay with verifiable targets, exclusivity, retention and post-contractual non-compete covenants — which are only valid if adequately compensated — and protection of company information.

Workforce restructuring

When a company needs to reduce or reorganise, we assess the appropriate route: a material change to working conditions, individual redundancy, collective redundancy or a negotiated exit. Each has different grounds, procedure and cost, and choosing the wrong route usually costs more than the measure itself.

Defence

We act before the employment tribunals in claims concerning dismissal, unpaid sums, job classification, protection of fundamental rights and collective disputes, as well as against notices issued by the Labour Inspectorate.