The relationship between a business and its people is governed by detailed rules on hiring, working conditions, termination and social security. Mistakes in these areas can lead to disputes, administrative fines and damage to the workplace.
We advise employers and executives on every stage of the employment relationship. Our work covers employment and executive service agreements, workplace policies and handbooks, terminations and collective redundancies, restructurings and transfers of undertakings, social security and work permit matters, non-compete and confidentiality obligations, and employment litigation.
Scope of services
- 01Employment contracts and executive service agreements
- 02Workplace policies, handbooks and internal regulations
- 03Terminations, settlements and collective redundancies
- 04Employment aspects of restructurings and transactions
- 05Social security and occupational health and safety
- 06Work permits for foreign employees
- 07Non-compete, non-solicitation and confidentiality obligations
- 08Employment litigation and mediation
- 09Any other employment or social security matter
How we work
We help employers prevent disputes by putting clear contracts and policies in place, and we handle terminations and restructurings with careful attention to procedure. When a dispute arises, we assess the risk early and look for the most efficient resolution.
Frequently asked questions
Whether a non-compete clause is enforceable depends on the applicable law and on its scope, including its duration, geographic area and the activities it covers. Clauses that unreasonably restrict the economic freedom of the employee may be limited or set aside.
Before termination, the employer should review the contract, the applicable notice periods and severance rules, the reason for termination and the required procedure. Following the correct procedure is often as important as having a valid reason.
The requirements depend on the applicable law and the type of contract. Even where a written contract is not mandatory, a written agreement on duties, pay, working time and termination helps to prevent disputes.
Depending on the applicable law, the contract and the length of service, an employee may be entitled to notice, severance pay, payment for unused leave and other receivables. Termination procedures must be followed carefully.
Monitoring may be permitted within limits, generally where it is necessary, proportionate and transparent, and where employees have been informed in advance. Data protection rules apply to such monitoring.
Collective redundancies are usually subject to specific procedures, such as notification of the authorities and consultation with employee representatives. The thresholds and steps depend on the applicable law.