Employment law for businesses
Employment relationships on solid ground
In employment matters, most of the risk lies in day-to-day routine: hiring, working hours, payments and dismissals handled without due care. Organising that routine costs far less than defending a lawsuit.
Preventive advice guides the company in its everyday decisions: forms of hiring, employment and service contracts, working-hours control, internal policies and dismissals.
In defence, the work covers labour claims from the analysis of the initial complaint and the preparation of the defence through to hearings, appeals and the enforcement phase.
The focus is on giving the company clarity about its risks and well-documented decisions that will hold up if they are ever challenged.
When to seek advice
- Before hiring the first employee or a service provider.
- Before a sensitive dismissal or a team restructuring.
- When the company receives notice of a labour claim.
- When there are questions about working hours, overtime or remote work.
- When the company wants to review its contracts and internal policies.
How it works
Mapping
Understanding how the company hires and how it operates day to day, identifying the risk points.
Guidance and documents
Contracts, amendments, internal policies and guidance for everyday decisions.
Defence
Analysis of the claim, preparation of the defence and the evidence, and attendance at hearings.
Appeals and enforcement
Handling of the following stages, with settlement assessed whenever it is advantageous.
Frequently asked questions
Does hiring someone through their own company (as a contractor) eliminate employment risk?
No. If the relationship has the features of an employment bond, such as subordination and regularity, the contractor arrangement can be challenged in the Labour Courts.
How long does a former employee have to file a claim?
Up to two years after the end of the contract, and they may claim rights relating to the five years before the claim is filed.
Does the company need to track the working hours of all employees?
It depends on the number of employees and the type of role. Even when it is not mandatory, time tracking is usually the best evidence in the event of a lawsuit.
Is it worth settling at the hearing?
It depends on the evidence and the risk of each claim. The decision should be based on a technical assessment of the case.