Supporting HR decisions and securing workforce transformations
Employment law is one of the most exposed and strategic areas of corporate life. Ongoing reforms to the French Labour Code, the growth of employment litigation, strengthened prevention and compliance obligations, and new social expectations driven by evolving forms of work all create an increasingly complex environment for business leaders. Every employment-related decision can involve human considerations, strict legal obligations, reputational risks and significant financial stakes.
We advise executives, HR departments, French and international groups, mid-sized companies and SMEs with technically rigorous advice, grounded in a deep understanding of organisations, their environments and their workforce dynamics.
Our role is to help clients manage transformation with confidence: securing decisions, facilitating social dialogue, supporting projects with pragmatism and responsiveness, controlling human, financial and reputational risks, and defending their interests with determination when litigation becomes unavoidable.
Employment advice close to operational realities
Employment law requires close proximity to management teams, HR departments and employee representatives, as well as a precise understanding of their concerns, corporate cultures and the internal dynamics specific to each organisation.
Our practice covers the full spectrum of employment law, from day-to-day HR support to the most complex and strategic projects: collective redundancy plans, multi-site restructurings, negotiations of strategic collective agreements, sensitive internal investigations, workforce crisis management and high-stakes litigation. We bring the same rigour, responsiveness and sense of human balance to every matter, whatever the scope or size of the organisation concerned.
Whether the matter involves employee relations and social dialogue, employment compliance, collective bargaining, internal investigations, crisis situations or complex disputes, we build concrete solutions aligned with each organisation’s needs and management priorities.
Areas of practice
- Individual and collective employment relations
- Restructurings, reorganisations and employment aspects of M&A transactions
- Collective redundancy plans, including job protection plans and voluntary departure plans
- Negotiation and securing of employee exits and separations
- Social dialogue, collective bargaining and trade union law
- Individual and collective employment litigation
- Internal investigations and whistleblowing procedures, including Sapin II and duty of vigilance matters
- Harassment, discrimination, psychosocial risks and prevention
- Health and safety at work, including inexcusable fault, workplace accidents and occupational diseases
- Employment compliance and HR practice audits
- Supplementary social protection, employee savings schemes and deferred remuneration
- International mobility and employee secondments and postings
- Training and support for HR departments
A coordinated cross-practice approach
Employment matters rarely remain within the boundaries of employment law. A restructuring may simultaneously involve employment law, corporate law, tax and, where relevant, litigation. An internal investigation can expose a company to criminal, regulatory and reputational risks that go well beyond the HR sphere. An M&A transaction requires rigorous employment due diligence, careful management of employees’ collective status and anticipation of the consequences for employee representative bodies. International mobility involves employment law, personal taxation and the regulations specific to each relevant jurisdiction.
Our cross-practice organisation allows us to integrate the right expertise without delay — corporate law, restructuring, compliance, tax, public law and litigation — and to handle sensitive matters with the insight and expertise they require.
With offices in Paris, Lille, Lyon and Aix-en-Provence, the firm advises clients throughout France with strong operational proximity and regularly assists with cross-border matters involving several European and international jurisdictions.
Long-term client relationships
Employment issues are embedded in the long-term life of a company. Day-to-day questions relating to social dialogue, compliance, talent attraction and risk prevention require advisers who are present over time — not only reactive in crisis situations.
We build long-term relationships of trust with each of our clients, based on a deep knowledge of their organisation, ccontinuous monitoring of legislative, regulatory and case-law developments, and the ability to train and equip HR teams in order to strengthen their autonomy and day-to-day legal security.
We also monitor the structural shifts reshaping employment law — artificial intelligence, new forms of work and the ecological transition — to help clients anticipate change rather than simply react to it.
Our commitment as lawyers
Our commitment as lawyers means recognising employment law for what it is: a deeply human area of law, serving both individuals and the organisations that bring them together.
Recognition
