Our services

Expertise aligned with your challenges

Transformation, governance, social dialogue… Our team acts as an integrated partner, helping to shape clients’ strategic decisions with precision, while supporting and securing their operational implementation. Leveraging artificial intelligence for low value-added tasks, we enhance efficiency and focus on what matters most.

Transformation and restructuring support

In sensitive transformation contexts, the firm structures the employment strategy, secures procedures, and supports the operational implementation of decisions.

Transformation and restructuring support

Strategic support

Assistance with reflection, planning, and implementation

Clarification of strategy, structuring of action plans, and development of timelines

Preparation of decision-making materials

Drafting all documentation required for decision-making in formats tailored to stakeholders (memoranda, one-pagers, summary tables, pros/cons analysis, cost estimates, timelines, etc.)

Establishment and monitoring of procedures

Support during employee representative consultation procedures

Drafting of related documentation (information/consultation files, redundancy plans, collective agreements, etc.)

Social dialogue and relations with authorities

Management of potential disputes (individual, collective, administrative)

Collective bargaining and social dialogue

Building balanced social dialogue requires anticipation, methodology, and interpersonal finesse. The firm supports you at every stage of negotiations and consultations.

Collective bargaining and social dialogue

Organization of professional elections
Strategic and operational support to ensure a smooth voting process, compliant with legal requirements and tailored to your company’s specific context

 

Relations with elected representatives and trade unions
Proactive management of social dialogue, with guidance to foster constructive communication and defuse potential tensions.

 

Preparation of your ad hoc and recurring consultations
Drafting of information and consultation documents, legal framing, risk anticipation, support during expert assessments, and management of exchanges with employee representatives.

 

Comprehensive support in negotiating collective agreements
Development, drafting, and legal safeguarding of all types of agreements: CSE operations and union resources, quality of work life (QWL), profit-sharing schemes, incentive plans, working time organization, etc., with a pragmatic, tailor-made, and results-oriented approach.

 

Design and updating of your internal documents
Drafting of internal regulations, ethical charters, IT charters, codes of conduct, and other structuring tools to frame practices, strengthen corporate culture, and anticipate individual and collective issues.

 

Management of collective conflicts
Assistance in sensitive situations (strikes, site blockades, social movements), risk analysis, crisis exit strategies, and support in maintaining dialogue with stakeholders.

 

Individual employment matters and sensitive situations

From contractual structuring to complex managerial transitions, each individual matter is treated as a strategic issue.

Individual employment matters and sensitive situations

Drafting of employment contract templates
Preparation of employment contract templates tailored to your organization and compliant with legal and collective bargaining requirements, with enhanced expertise in sensitive clauses (compensation, working time, mobility, non-compete clauses, etc.), as well as drafting agreements for the suspension of employment contracts in cases of concurrent corporate mandates.

Support in the performance and termination of employment contracts
Assistance throughout the employment relationship (disciplinary procedures, employee performance evaluations, management of underperformance, etc.) and during termination processes (resignation, mutual termination agreements, dismissal).

Strategic management of sensitive departures and key hires
Negotiation of balanced solutions, support in managerial transitions, and protection of the company in high-stakes or organizationally impactful situations.

High-stakes litigation

When litigation risk becomes strategic, the firm builds robust defenses and secures the company’s position.

High-stakes litigation

Management of sensitive pre-litigation and individual disputes
Strategic support and handling of complex cases involving harassment, discrimination, claims for unpaid overtime, or criminal labor law matters.
Risk analysis, definition of action plans, and defense of the company’s interests in response to high-stakes individual claims or proceedings.

Management of collective disputes
Comprehensive assistance in collective litigation, combining rigorous legal expertise with a strong operational strategy.

Relations and interactions with administrative authorities
Handling of inspections, preparation of official responses, and support in dealings with labor authorities (Labor Inspectorate, DREETS, occupational health services, or any other competent body) to secure your positions and anticipate potential measures or injunctions.

Employment and labor aspects of M&A transactions

Upstream and throughout the execution of M&A transactions, employment and labor considerations are addressed as a strategic lever to secure both the transaction and its human impact.

Employment and labor aspects of M&A transactions

Preparation of M&A transactions: Conducting employment due diligence and in-depth HR audits, as well as a comprehensive review of contractual documentation (put option agreements, Memoranda of Understanding, Share Purchase Agreements, Asset Purchase Agreements, etc.).

These services apply to all types of transactions:
• Mergers and acquisitions,
• Divestitures and demergers,
• Public tender offers / exchange offers,
• Concentration transactions.

During the execution phase, support is provided for:
• The transfer of employment contracts in compliance with legal requirements,
• The renegotiation or harmonization of collective agreements and employment frameworks,
• The management of employee representative bodies,
• The preparation of information and consultation documents for employee representatives

Employment compliance and internal investigations

Designed as genuine drivers of engagement and collective performance, incentive schemes are structured to align the objectives of the company with those of its employees within a secure and sustainable framework.

Employment compliance and internal investigations

In-depth audit of HR processes and records
Mapping of data processing activities, review of internal tools and practices, assessment of the level of compliance, and practical recommendations to align your processes with legal and regulatory requirements.

Implementation of mandatory documentation and procedures
Drafting or updating registers, internal policies, procedures for handling data subject rights, action plans, and best practices to ensure a high and lasting level of compliance.

Implementation of whistleblowing systems
Design and deployment of internal reporting channels, definition of handling procedures, staff awareness training, and securing the process to meet the requirements of the Sapin II law and the European Directive.

Conduct of internal investigations
Carrying out internal investigations when a sensitive situation needs to be clarified. Interviewing the individuals concerned and any potential witnesses, analyzing the information gathered, and drafting a comprehensive, objective, and well-supported investigation report, enabling the company to make informed and legally secure decisions.

Employee incentive schemes

Designed as genuine drivers of engagement and collective performance, incentive schemes are structured to align the objectives of the company with those of its employees within a secure and sustainable framework.

Implementation of employee incentive mechanisms

Setting up incentive schemes enabling employees to share in the company’s performance (profit-sharing bonuses, incentive schemes, profit-sharing plans, bonus plans, employee share ownership, etc.), while assisting you in selecting relevant performance criteria and tools tailored to the company’s specific circumstances.

Frequently Asked Questions

The right of access must not be confused with the rules governing the disclosure of documents or evidence in the context of judicial proceedings. As a priority, you should acknowledge receipt of the request and respond within one month, where appropriate through your Data Protection Officer (DPO).

If the request is complex, you may:
(i) inform the former employee that the response period will be extended up to a total of three months;
(ii) ask them to clarify the scope of their request.

We can then assist you in handling the request, where appropriate in coordination with our partner specializing in data protection.

Several value-sharing mechanisms may be implemented within your company. Depending on your size, organizational structure, and existing employee representation, you may in particular introduce an incentive scheme (intéressement), which links employees to the company’s results or to objective performance indicators, or a profit-sharing scheme (participation), based on the company’s profits.

It may also be advisable to consider the payment of a value-sharing bonus (PPV), which can be adjusted according to certain criteria. These mechanisms, which benefit from a favorable social security and tax regime, serve both as a powerful motivation tool and as a means of enhancing the company’s attractiveness.

In certain cases, particularly depending on the number of employees, the implementation of such schemes is mandatory.

In addition, bonus schemes may of course also be considered.

In any event, we remain at your disposal to assist you with their implementation.

Where an employee reports facts that may constitute moral and/or sexual harassment, the employer is required to respond immediately. In this context, it is essential to adopt the following best practices:

  • Review your internal policy, if any, to ensure compliance with the principles it sets out;
  • Acknowledge receipt promptly, even briefly, to confirm that the report has been taken into account;
  • Ensure strict confidentiality by limiting disclosure to those who strictly need to know;
  • Arrange an initial meeting with the reporting individual (or the alleged victim, if different) in order to clarify the facts and understand the nature of the incidents;
  • Carry out a preliminary assessment—where appropriate with our assistance—to determine whether the circumstances warrant the launch of an internal investigation (which may be entrusted to a third party), and inform the relevant individuals of the next steps;
  • Consider without delay appropriate protective measures, where necessary (e.g., avoiding contact between the alleged victim and the alleged perpetrator, temporary adjustments), even before the outcome of the investigation.

We have extensive expertise in this area and are able to assist you at every stage of this process.

It is strongly inadvisable to ignore such correspondence or to respond hastily, as this may lead to adopting an inappropriate position likely to compromise the Company’s interests in the event of subsequent litigation.

The situation requires a thorough analysis in order to:
(i) assess the validity of the dismissal (detailed review of the grounds relied upon, verification of compliance with the applicable procedure, and examination of the available evidence and its consistency); and
(ii) evaluate the litigation risk before the Employment Tribunal, both in terms of the merits of the claim and the potential financial exposure (compensation, damages, etc.).

Following this analysis, it will be possible to prepare a structured, legally grounded response tailored to the specific issues at stake. Where appropriate, entering into settlement discussions may be considered, with a view to reaching a negotiated resolution of the dispute.

Our firm is able to assist you at each stage of this process.

Before initiating a reorganization project involving collective redundancies on economic grounds, the employer should adopt the following key best practices:

  • Conduct a thorough analysis of the economic grounds, which may include economic difficulties, the need to safeguard competitiveness, cessation of business activity, or technological changes, and gather the financial and economic data supporting such grounds;
  • Unless the economic ground is the total and permanent cessation of activity, carefully assess the concept of the group’s business sector in France, which constitutes the relevant framework for evaluating the economic justification of the contemplated redundancies;
  • Identify available internal redeployment opportunities within France, across the group to which the employing entity belongs, where applicable;
  • Anticipate the applicable legal framework, in particular:
    • the obligations relating to the information and consultation of employee representative bodies, as well as any negotiation phase with trade unions regarding social measures;
    • the determination of redundancy selection criteria and the relevant professional categories;
    • the preparation of a Job Protection Plan (Plan de Sauvegarde de l’Emploi – PSE), where required, and, where applicable, the implementation of a purchaser search process under the Florange Law in the event of a site closure;
    • the provisions and measures resulting from previous reorganization projects or agreements (such as APLD/ALD/GPEC) at the level of the relevant entity or the group in France, which may include specific commitments regarding job retention and/or the level of accompanying measures;
    • the specific authorization procedure applicable to so-called “protected employees”;

Finally, transparent communication with employees, together with the implementation of measures and tools aimed at preventing psychosocial risks, are key factors in securing the process and preserving a stable social climate within the company.