Labour and Employment Law
Lawyers in the firm’s Labour and Employment Law department mainly assist companies operating in a wide range of sectors with their relations with their employees and staff representatives.
Partner to its clients, the department advises new and transforming companies and helps them acquire the employment and legal tools to that will help them realize their ambitions. With its solid expertise, it provides them with technical support to build and implement large-scale projects such as restructuring projects.
“ They make French employment law easy to understand. They are very commercial in their approach which makes for a refreshing change.”
“Anne-Lise Puget and Nathalie Cerqueira are both excellent lawyers and very commercially-minded. The deliver great service, are very responsive and both are a real pleasure to work with. My go-to firm in France.”
The department also assists executives upon their hiring and/or departure, or when they change their status, in particular when they find themselves in a situation where they concurrently hold both an employment contract and a corporate office.
The department has acquired significant experience in accompanying foreign companies setting up in France. It offers clients simplified access to French law and advice on good Labour and employment practices.
” The team is responsive to clients’ needs and very knowledgeable about the financial sector.”
Areas of expertise
Establishment and operation of employee representative bodies, relations with trade unions, Labour administration and social security and related organizations, restructuring and collective dismissals (redundancies), drafting and negotiation of collective agreements, employee savings plans, litigation.
Employment contracts, compensation, dismissal and other forms of termination, settlements, harassment and discrimination, compensation and governance issues, negotiation of management packages, litigation.
Illegal lending of Labour, illegal subcontracting of Labour, concealed work, obstruction or interference with employee representation rights, violation of health and safety regulations, industrial accidents and occupational diseases.
Implementation of partial activity (furlough) schemes and obtaining economic aid, definition and implementation of reorganization strategies, assistance to companies in the context of collective insolvency proceedings (transfers of employment contracts, harmonization of collective status in the event of a takeover, employment protection plan and litigation involving wrongful termination and similar claims) and URSSAF litigation.