Employment law for employers.

Scope of our support.

Our support covers ten areas. You can use just one of them or combine several into a single project.

1. 01

   Contracts and employment models

   The nature of a working relationship depends on how the work is actually done, not on what the contract is called. We make sure the documents reflect practice.

   • —employment contracts
   • —management contracts
   • —civil-law contracts
   • —B2B models
   • —changes to terms of employment
   • —job descriptions
   • —non-compete clauses
   • —confidentiality
   • —intellectual property
   • —assessing the risk of reclassification as employment
2. 02

   Workplace rules, policies and procedures

   We prepare and update the employer's internal regulations so that they are consistent with one another and with the law.

   • —work regulations
   • —remuneration regulations
   • —remote working policy
   • —anti-bullying procedures
   • —anti-discrimination procedures
   • —rules on the use of company tools and property
   • —benefits and expenses policies
   • —monitoring and control documentation
   • —internal HR procedures
   • —employer information obligations
3. 03

   Pay, bonuses and benefits

   We design remuneration rules taking into account their employment, tax and payroll consequences. Every model is assessed on its own merits.

   • —pay structures
   • —bonus regulations
   • —discretionary and contractual bonuses
   • —incentive schemes
   • —benefits
   • —executive remuneration
   • —consistency of employment, tax and payroll documentation
4. 04

   Working time, leave and remote work

   We help organise when and where work is done in line with the law and the needs of the business.

   • —working-time systems and schedules
   • —working-time records
   • —overtime
   • —on-call duty
   • —leave and absence
   • —remote work
   • —hybrid work
   • —availability and communication rules
   • —risks arising from how work is organised
5. 05

   Senior management

   We clarify the relationship between a manager's corporate role and their employment.

   • —status of board members and managers
   • —management contracts
   • —responsibility for personnel decisions
   • —granting powers of attorney
   • —confidentiality and non-compete
   • —ending relationships with senior management
   • —the link between a corporate office and employment
6. 06

   Workforce restructuring

   We plan workforce changes together with the timetable, documentation and communication.

   • —changes to structures and roles
   • —changes to working conditions and pay
   • —notice of changed terms
   • —employee transfers
   • —transfer of undertaking
   • —restructuring
   • —headcount reduction
   • —collective redundancies
   • —consultation with employee representatives or trade unions
   • —obligations towards public authorities
7. 07

   Ending working relationships

   We prepare the end of a working relationship so as to reduce the risk of a dispute.

   • —termination with notice
   • —summary dismissal
   • —mutual termination agreements
   • —severance pay
   • —garden leave
   • —return of company property
   • —protection of specific categories of employees
   • —assessing dispute risk
   • —preparing documentation and communication
8. 08

   Inspections and disputes

   We support employers before, during and after an inspection, and in disputes. We do not guarantee the outcome of an inspection or proceedings.

   • —preparing for a PIP inspection
   • —support during the inspection
   • —analysis of post-inspection notices and decisions
   • —responding to requests
   • —employee claims
   • —negotiation and settlement
   • —court proceedings
   • —remedial action after an inspection or dispute
9. 09

   Employment law in M&A

   We assess employment risks for buyers, sellers and investors.

   • —employment due diligence
   • —employee-related liabilities
   • —outstanding pay and benefits
   • —risks linked to forms of engagement
   • —disputes and inspections
   • —dismissals and re-employment obligations
   • —transfer of undertaking
   • —post-deal workforce integration
   • —employment provisions in transaction documents
10. 10

    Ongoing employer support

    We advise on day-to-day decisions, either as needed or on a subscription basis through the Executive Tax & Legal Hotline.

    • —advice for boards and HR
    • —assessment of day-to-day decisions
    • —documentation updates
    • —support before taking action
    • —training for managers
    • —ongoing subscription-based support