Labor and Employment
and Social Security Law

Negotiating with social partners, structuring social dialogue, adapting work organizations: these challenges arise in every corporate transformation. We support our clients across all of these areas, in a constantly evolving legislative and case law environment: negotiation of collective agreements (group, company, establishment level), works council (CSE) operations, management of employee representatives, working time, compensation, mobility, workforce planning, collective action, and disputes relating to collective agreements. Every negotiation requires a clear understanding of the balances at stake.

Strikes, harassment, workplace accidents, individual or collective conflicts, hidden work: we represent companies before all civil, criminal, and administrative courts at every stage of litigation. Our method combines rigorous risk assessment, carefully calibrated litigation strategies, and a systematic search for amicable resolutions where appropriate. Each case is analyzed in depth to anticipate shifts in case law and reduce the company’s financial and reputational exposure.

Reorganizing an activity, closing a site, or transferring staff requires absolute rigor in planning and execution. We design consultation procedures, prepare all documentation for works councils, coordinate employee communications, and manage interactions with labor authorities and unions. Our experience ensures reliability at every stage, allowing us to anticipate bottlenecks and develop legally and operationally sound solutions.

Acquiring or selling a company requires identifying employment-related liabilities, harmonizing collective agreements, and conducting employee consultations. We intervene early in the audit phase to map risks, assess integration costs, and negotiate warranties. On the sell side, we prepare the HR data room and secure consultation processes. On the buy side, we oversee post-closing harmonization and the implementation of new social frameworks. Each transaction is managed by a team experienced in complex deal dynamics.

Preventing accidents, addressing psychosocial risks, and protecting the company from liability are key employer responsibilities with significant financial implications. We design risk-mapping tools, advise on prevention plans, and represent companies in disputes related to workplace accidents or occupational diseases. Our approach blends regulatory compliance with operational pragmatism to embed prevention in the company’s daily management.

Fundamental freedoms, religious practice, employee monitoring, social media use: the boundary between professional and personal life raises increasingly sensitive legal issues. We help employers balance managerial authority with individual rights, draft workplace policies and internal regulations, and ensure the legality of monitoring systems (video surveillance, cyber monitoring). Each intervention reflects recent case law and growing expectations regarding privacy and personal dignity.

Retaining talent, sharing value creation, and strengthening social responsibility all depend on effective compensation strategies. We design and implement variable pay schemes, employee savings plans (profit sharing, incentive, PEE, PERCO), and equity-based plans (stock options, free shares, BSPCE). Each program is tailored to meet business objectives while ensuring compliance with tax, social security, and accounting requirements.

Designing compliant benefit plans, avoiding reassessments, and optimizing costs require constant vigilance over legal and collective bargaining obligations. We assist companies in implementing welfare and supplementary pension schemes, auditing internal practices, and managing Urssaf inspections. Our goal is to secure existing frameworks while identifying opportunities for optimization.

Corporate responsibility, human rights, and ethical charters are now integral to corporate strategy. We combine our labor law expertise with cross-disciplinary insight to help clients define their CSR commitments, draft ethical and compliance charters, meet vigilance obligations and manage internal investigations. Each engagement aligns legal requirements with the company’s strategic ambitions.

Negotiating an appointment, structuring compensation, managing termination: executive status brings intertwined legal, tax, and governance challenges. We advise both companies and executives on all related matters, including dual employment arrangements, delegations of authority, liability, pay structures (fixed, variable, equity, supplemental pensions), and shareholder meeting policies (say on pay). We also represent clients in disputes arising from the termination of corporate mandates.

Adjusting working hours, fostering mobility, supporting evolving job functions: every organizational change engages employment law. We guide companies through the design and implementation of such projects by identifying mandatory consultations, negotiating necessary agreements, and anticipating individual and collective impacts. Our method combines legal precision with operational guidance to help organizations transform without generating disputes.