Good Resolutions for 2026
In terms of HR management & Labour Law
By "solution", we mean "anticipation"
The start of the year offers an opportunity to consider all the issues that could affect labour relations and business activity.
This forward planning may lead employers to consider whether to review or implement employment contracts, ensure that employees fully understand the various methods of remuneration, and clarify expectations and objectives for their roles.
It is also important to draw up an overview of current working conditions (particularly teleworking), internal rules and practices, and benefits granted to employees, in order to assess whether they need to be maintained or modernised.
Reflections on the company's culture and the values it upholds and shares may also lead to continuing or deepening employee awareness of those values, particularly in the fight against harassment and violence in the workplace.
The quality of collective relations is likewise essential to a calm working environment, which calls for stepping back to take stock of the situation and ensuring that social dialogue is conducted in accordance with legal provisions.
Finally—and self evidently—being proactive in managing HR issues means staying abreast of the latest legal developments (such as Law No. 1.583 of 2 December 2025), as well as case law.
This comprehensive perspective will help identify the strengths and weaknesses of human resources management and chart avenues for the company’s continued development and growth.
By "solution", we mean "action"
Once the projects have been identified, their implementation can sometimes seem complex; it requires prioritising and organising them so that changes unfold in a calm, steady environment.
This involves mastering the available tools in order to take advantage of the flexibility and adaptability of Monegasque law, while complying with legal and jurisprudential requirements.
By "solution" we mean "construction"
The point is not to play firefighter—rushing in to extinguish a blaze, with varying degrees of risk and success—but to act as the architect of a robust business, whose foundations rest in part on human resources management.
This assessment, and the opportunities it reveals, form part of a long-term approach to building a thoughtful, well-reasoned human resources management strategy, without sacrificing the innovation and creativity that Monegasque law permits.
