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Individual labour relations


Labour law must be reconciled with a business’s operational constraints and our labour law team advises and supports companies with all issues related to human resource management at an individual level.

Our labour law team will be actively involved from the outset of any employment relationship, which begins when you hire the employee. We advise companies on which type of contract (permanent, short-term or temporary) is best suited to their short, medium and long-term requirements, and which clauses should be included given their business fundamentals and constraints.

Drafting an employment contract is a crucial and complex procedure, as it will bind the parties throughout their entire relationship. This means that it is essential to draft individual contracts suited to the requirements and issues of your specific company (confidentiality agreement, non-compete clause, mobility, bonuses etc). When a contract is well drafted it protects companies from disputes and secures the employment relationship especially in highly competitive sectors or when dealing with sensitive, confidential data.

Our team becomes a key partner for your business, supporting and advising your HR Directors and General Counsel on any issues that may arise during an employment relationship.
We offer targeted expertise in the knowledge that every sector has its own specific internal issues and collective agreements. Areas we cover include all aspects of remuneration and bonus policies, organisation of work, protecting your data and business from competitors etc.

Our team advises and assists companies facing employment disputes. This includes preparing and launching disciplinary proceedings, setting and monitoring employee targets, suspension or breach of an employment contract, amicable settlements or court proceedings.

Penalties are easier to apply if your company has previously adopted internal regulations specifying the procedures and rules best suited to your own business requirements. They must comply with applicable legislation.

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16 March 2018
Law n°1.457, 12th Decem­ber 2017, re­lated to har­ass­ment and vi­ol­ence at...
The Law n°1.457 of Decem­ber 12th, 2017, es­tab­lishes spe­cif­ic of­fenses for har­ass­ment, sexu­al black­mail and as­sault in the work place.
14 Feb 2018
CMS Guide to Dis­missals
10 January 2018
CMS On your radar - Janu­ary 2018
Key em­ploy­ment is­sues across Europe and bey­ond
20 October 2017
Law No. 1.451 of Ju­ly 4th, 2017 amend­ing some dis­pos­i­tions re­lat­ing to...
The as­sess­ment of fit­ness to work and the role of oc­cu­pa­tion­al health were re­designed by the le­gis­lat­or, con­sid­er­ing the ne­ces­sary con­cili­ation of the pro­tec­tion gran­ted to em­ploy­ees in re­spect of their health with eco­nom­ic im­per­at­ives.
12 October 2017
The im­pact of the Or­ders MAC­RON since the 27th of Septem­ber 2017 in Monaco
French Pres­id­ent MAC­RON Or­ders, signed on Septem­ber 22, 2017 and entered in­to force on Septem­ber 23rd, 2017 after pub­lic­a­tion in the Of­fi­cial Journ­al in France, were es­tab­lished in or­der to se­cure the work re­la­tions, to re­duce labor mar­ket ri­gid­it­ies and
08 February 2017
Risk of re­qual­i­fic­a­tion of a second­ment con­tract in­to a per­man­ent con­tract...
In an in­ter­est­ing case that settled to a fi­nal de­cision, our firm rep­res­en­ted an em­ploy­er at the Labor Court, where the leg­al situ­ation of an em­ploy­ee seconded to Monaco for an ini­tial length of time ex­ceed­ing 2 years was sub­mit­ted.
11 October 2016
Im­ple­ment­a­tion of a col­lect­ive re­dund­ancy plan in the Prin­cip­al­ity
The re­cent de­vel­op­ment of re­dund­ancy plans in Monaco has lo­gic­ally led to a grow­ing jur­is­pru­den­tial frame­work on this top­ic. As it pre­vi­ously did re­gard­ing the valid­ity of an eco­nom­ic ground be­hind the col­lect­ive dis­missal plan, the La­bour Court now provi
25 July 2016
Is Art­icle 11 of Law N°739 of 16 March 1963 re­lated to min­im­um wages par­ity...
For many years, Law N°739 re­lated to wages was seen as a con­trib­ut­ing factor to so­cial peace in the Prin­cip­al­ity. The ap­plic­a­tion of the wages par­ity prin­ciple, de­term­ined in its Art­icle 11, avoided to Mone­g­asque em­ploy­ers and em­ploy­ees to sys­tem­at­ic­ally