Individual Employment Relationships

Managing individual employment relationships involves far more than mitigating the risk of litigation. An inadequately drafted contractual provision, an ill-prepared remuneration change, a poorly managed mobility arrangement or an irregular disciplinary procedure can undermine the intended measure, expose the business to financial liabilities and affect business continuity, employee engagement and corporate reputation. 

Our lawyers advise management, legal and HR teams on the design and implementation of employment-related decisions, including recruitment, employment contracts, remuneration and benefits, working time arrangements, restrictive covenants and other sensitive clauses, changes in duties, workplace health issues, disciplinary procedures, suspension of employment contracts, mutually agreed terminations, dismissals, settlement agreements and executive exits. 

For every matter, we combine legal analysis, risk assessment and practical implementation strategies tailored to the company’s objectives and operational constraints. 

Business transformations, evolving job roles and new ways of working require a coordinated approach that balances employment law requirements with operational objectives. 

Our employment specialists work closely with colleagues in tax, corporate, pensions and benefits, and data protection to identify the implications of a proposed project at an early stage, support strategic decision-making and avoid gaps between legal disciplines. 

We also advise on all aspects of international mobility, including expatriation, secondment arrangements, inbound assignments, recruitment of foreign employees and the design of global mobility frameworks. Our approach brings together employment law, social security, tax, immigration and data protection considerations. 

By taking into account project timelines, compliance requirements, total employment costs, employee protection obligations and repatriation arrangements, we help clients implement mobility programmes that are legally compliant, operationally efficient and aligned with group mobility policies.

Our support is tailored to the nature of the decision, the maturity of the organisation and the level of identified risk. We may review existing practices, secure a specific transaction or project, design company-wide or group-wide employment frameworks, or intervene urgently when an individual employment situation becomes critical. 

We help clients translate developments in European and domestic legislation, as well as changing case law, into practical business decisions by identifying impacts, prioritising required actions, establishing compliance timetables and strengthening HR processes. 

Management, legal and HR teams benefit from structured analysis, comparative scenarios and practical recommendations that incorporate implementation timelines, key stakeholders and operational requirements. 

Our Key Services: 

• audits and compliance: reviewing employment contracts, HR policies and management practices, identifying risks and implementing corrective measures; 
• documentation and negotiations: drafting and negotiating employment contracts, amendments, policies, codes of conduct, termination agreements and settlement arrangements; 
• sensitive workplace situations: managing performance concerns, misconduct matters, incapacity issues, harassment, discrimination, whistleblowing reports, psychosocial risks and management disputes; 
• executives and key employees: supporting executive recruitment, governance changes, retention arrangements and negotiated departures; 
• investigations and disputes: assisting companies during inspections and investigations, pre-litigation negotiations and employment-related disputes. 

Our law firm ensures that companies’ decisions regarding individual employment relationships are sound. Our teams advise and represent senior management, legal departments and HR departments with rigour and pragmatism.