Pratice Areas Corporate Law
Employment Law
Specialized legal support in employment law, covering employment contracts, dismissals, hiring incentives, and workplace discrimination, ensuring informed decisions and efficient labor risk management.
Employment law is central to the relationship between companies and workers. Drafting contracts, complying with legal obligations, and managing internal labor law policies require constant attention. An error in formalization, a missed deadline, or the adoption of inadequate practices can lead to disputes, high costs, and severe penalties.
Our approach covers the entire employment cycle under applicable labor legislation, from recruitment to termination, including day-to-day human resources management and compliance with hiring incentive measures.
Solid preparation in employment law prevents disputes and aligns labor strategy with business positioning. In scenarios of dismissal or labor conflicts, such as well-known situations of workplace discrimination, immediate legal support is decisive to protect rights and avoid reputational consequences.
Services
We support employers and workers in drafting, reviewing, and negotiating employment contracts, whether fixed-term, open-ended, temporary, or service provision arrangements, in compliance with employment law standards. We analyze sensitive clauses such as non-compete, exclusivity, mobility, teleworking, and variable remuneration, ensuring that the contract accurately reflects the employment relationship and applicable labor requirements.
We also provide support in adapting contractual models to legislative changes and best employment law practices, as well as defending workers who wish to clarify conditions or avoid situations of contractual imbalance.
We assist in individual or collective dismissal processes, redundancy (extinction of work position), unsuitability, or mutual agreement termination, with a strict framework in employment law. Our intervention includes defining the grounds, preparing documentation, communicating with workers, and meeting deadlines, acting to reduce litigation risks and protect the company's position. In the case of collective dismissals, we design communication, support, and compensation plans, coordinating with labor authorities. We intervene to mitigate litigation risks, protecting the company's reputation. We also support workers in termination negotiations, calculating compensation, and challenging unlawful dismissals, in coordination with the litigation practice and based on applicable labor laws.
We identify and frame public measures for hiring incentives and job creation support, namely professional internship programs, employment-insertion contracts, and support for hiring young people, the long-term unemployed, or people with disabilities.
We advise on requirements, deadlines, and conditions to benefit from each employment hiring incentive, including exemptions or reductions in Social Security contributions, salary subsidies, and other tax advantages. We analyze the implications of hiring incentives on the remuneration structure and the employment contract, ensuring compliance with the applicable legal regime in employment law. We provide support in preparing applications, organizing the necessary documentation, and monitoring execution to ensure full access to incentives while minimizing the risk of fines or repayments.
We support companies in creating and implementing equality and harassment prevention policies in accordance with employment law, as well as training teams and conducting internal audits to identify risks. In case of complaints, we conduct internal investigations, analyze facts, guide corrective measures, and assist in disciplinary proceedings. We represent employers and workers in administrative and judicial procedures regarding employment law, always focusing on protecting the rights involved and organizational stability, observing the applicable labor regime.
We support companies in creating and implementing human resources compliance systems that ensure full conformity with labor and regulatory obligations provided for in the applicable provisions of employment law. We analyze internal policies, regulations, codes of conduct, disciplinary procedures, working hours management, attendance control mechanisms, teleworking, employee data protection, and recruitment processes.
We design labor governance models that reduce the risk of fines, litigation, or unexpected audits, ensuring alignment with business strategy and employment law requirements. We also provide training to management and human resources teams, preparing them to apply internal policies and respond appropriately to ACT (Authority for Working Conditions) inspections or labor disputes.
Our approach
Preventive vision
We analyze contracts, internal procedures, and management models, ensuring compliance with applicable employment law, anticipating risks, and preventing litigation.
Practical solutions
We present clear strategies tailored to the client's size and needs regarding employment law.
Multidisciplinary integration
We work in coordination with tax, corporate, and litigation teams to ensure comprehensive and pragmatic answers to complex employment law issues.
FAQs
Whenever the conclusion or modification of employment contracts, dismissals, application of hiring incentives, or suspected workplace discrimination is at stake. Legal assistance in employment law from the outset reduces the risk of disputes, fines, and reputational impacts, aligning labor management with business strategy.
We assist in defining the type of employment contract (fixed-term, open-ended, temporary, teleworking, etc.), drafting sensitive clauses (non-compete, mobility, variable remuneration), and adapting to the company's needs. In parallel, we clarify the contractual balance and practical consequences of each clause to workers.
We evaluate the legal framework of the dismissal (individual, collective, redundancy, unsuitability, or mutual agreement), prepare documentation, notices, and deadlines, acting to reduce the risk of litigation. We also support workers in negotiating exit conditions, calculating compensation, and potentially challenging unlawful dismissals, in coordination with the litigation practice.
We identify the hiring incentives applicable to the company and worker profiles (internships, support for hiring young people, long-term unemployed, people with disabilities, Social Security contribution reductions). We help prepare applications, adjust employment contracts to program requirements, and monitor execution, reducing the risk of repayments or fines.
For companies, we help create internal policies, reporting channels, and investigation procedures, supporting fact analysis and the adoption of proportional corrective and disciplinary measures. For workers, we evaluate the specific situation, advise on internal and external reaction paths, and represent them in administrative and judicial proceedings regarding workplace discrimination and harassment.
Yes. We review internal regulations, working hours management, attendance control systems, worker data protection, and disciplinary procedures, structuring human resources compliance models. We also provide support during ACT and Social Security inspections, preparing responses and regularizing identified situations.
We evaluate the labor and Social Security framework for seconded workers, cross-border teleworking, and hiring foreign workers. In coordination with other practice areas of the firm, we support the definition of the type of employment relationship and its compatibility with visas, residence permits, and contribution obligations.
Yes. We work in coordination with the litigation team to represent companies and workers in actions challenging dismissals, claims for outstanding labor credits, harassment, discrimination, or liability for workplace accidents. In each case, we weigh the cost-benefit ratio between settlement, mediation, and judicial action, depending on the client's objectives.