New working styles

Remote working, hybrid models, digital nomadism, collaborative platforms, artificial intelligence and HR technologies are redefining where, when and how work is performed. For employers, these developments create opportunities to improve performance, attract and retain talent, and enhance employee experience. At the same time, they raise complex legal and HR issues, including working time, health and safety, equal treatment, data protection, employee monitoring and social dialogue. 

Our lawyers support organisations from the outset of transformation projects, translating operational choices into legally robust and practical frameworks. Depending on the project, we draft and negotiate remote working agreements and policies, mobility frameworks, right-to-disconnect arrangements, digital workplace policies and employee representative consultation processes. 

We also help organisations address risks associated with digitalisation and hyperconnectivity. By intervening at an early stage, we help secure decision-making, facilitate implementation and anticipate individual and collective challenges before they arise.

We advise employers on the implementation of artificial intelligence solutions, workforce monitoring tools and HR technologies that may affect working conditions, recruitment processes, performance management, workforce mobility or talent development. 

Our role is to identify the applicable legal requirements, assess the employment law implications of the project and structure the information and consultation processes required for successful implementation. We also help organisations define the safeguards needed to ensure compliance and employee trust. 

Our approach combines employment law expertise, a thorough understanding of organisational dynamics and a pragmatic focus on implementation. Where required, we work alongside specialists in data protection, technology, intellectual property, tax, corporate law and international mobility. This multidisciplinary approach enables organisations to benefit from a clear strategy, informed decision-making and continuous support from project design through to adoption by employees and managers. 

We assist clients throughout the entire transformation process, from assessing existing practices and defining the legal framework, to negotiating new arrangements, supporting implementation and managing any resulting disputes. 

At every stage, we provide prioritised and practical recommendations, enabling legal, HR and management teams to understand the risks, assess available options and make informed decisions. This methodology helps align legal compliance with business objectives, employee relations requirements and operational realities. 

Our main areas of support: 

• audit and assessment: reviewing existing practices and analysing the applicable legal, regulatory and collective bargaining framework to identify risks and priorities; 
• collective frameworks and governance: designing and negotiating collective agreements, policies, charters and governance tools tailored to the organisation; 
• employee relations and stakeholder management: preparing and managing consultations and negotiations with employee representative bodies, trade unions, labour authorities and other stakeholders; 
• multidisciplinary coordination: coordinating employment, data protection, IP/IT, tax, corporate and international mobility considerations to ensure a consistent project framework; 
• implementation and risk management: supporting implementation, addressing sensitive situations and defending employers in the context of inspections, investigations or disputes. 

As workplace models continue to evolve rapidly, we help organisations develop clear, practical and legally secure frameworks adapted to their strategic objectives. Our support combines risk anticipation, project governance and a deep understanding of human and organisational challenges. The result is a sustainable approach to new ways of working that promotes business performance, innovation and constructive employee relations.