Employment lawyers for businesses
Employment law advice should inform the decision itself, rather than simply reviewing documents after they have been communicated.
Advice for management
We translate management's objective into legal questions, required documentation and possible courses of action.
Advice for Human Resources
We work with Human Resources to maintain clear criteria, communications and internal files.
Prevention of employment-law risks
Prevention means identifying weaknesses before a decision creates an avoidable dispute.
Legal management of employment relationships
An employment relationship involves ongoing decisions. Each needs context, a clear record and communication consistent with the available documentation.
Hiring and contracts
Contract documents are reviewed in light of the role, the organisation and the conditions actually applied.
Changes to employment conditions
Changes are prepared by comparing the previous situation, objective, justification and impact.
Employee disputes
An incident is addressed by separating the facts, participants, communications and possible ways of resolving it.
Termination of employment relationships
Before terminating employment, we review the grounds, evidence, method of communication and possible subsequent developments.
Ongoing employment law advice
An ongoing advice channel allows questions to be answered with an understanding of the company's context, avoiding the need to reconstruct every case from scratch.
Representation of businesses in court
If a matter reaches conciliation or trial, the strategy must be consistent with the decisions, documents and communications produced earlier.
Why outsource employment-law advice?
Outsourcing provides specialist, flexible legal advice when a company needs continuity without creating an additional internal structure.
Frequently asked questions
What does employment law advice include?
It may include consultations, review of decisions and documents, dispute prevention, negotiation and representation. The scope is defined according to the company's needs.
Do you work with the HR department?
Yes. Advice can be integrated into the workflows of Human Resources and management, with defined channels and responsibilities.
Can you review decisions before they are communicated to the employee?
Yes. Reviewing the grounds, documentation and communication before the employee is informed allows inconsistencies to be corrected and alternatives to be considered.
Do you represent the employer in court?
Yes. Representation can form part of the engagement if the matter reaches conciliation or court proceedings.