Employment law & HR Engineering

In recent years, HR departments have had to fundamentally rethink and transform themselves to deal with the digital revolution and new ways of working which are often at odds with the traditionally known models.

Employees have new expectations that employers must meet, where private life has now become a part of corporate life. HRs are in the front line in listening to employees’ and managers’ needs and to define an action plan around the "new normal" trends such as teleworking, flex-office, reduced working hours or flexible working hours. This revolution in the workplace is not without risk as the Labour Code itself has not evolved, the organisations are not always sufficiently mature, and in practice many issues related to health at work and the quality of life at work (QWL) are raised.

Currently, improving purchase power in the face of inflation is the first concern of employees. How does it translate in French companies, especially in a tight job market environment where the question of attractiveness often rhymes with salary? The demands of employees and trade unions are very strong, companies are under pressure in an uncertain economic context. HR Directors are more than ever at the heart of the reactor. If the recent laws provide for a number of measures, are they sufficient?

To meet the challenges of attracting and retaining talent, companies are forced to rethink their salary policy but also to offer employees quality and a sense of work.

At the heart of the subject of purchasing power, the question of the sharing of value, a better distribution or redistribution of wealth seems more topical than ever. Wouldn’t the development of employee share ownership be a solution to face current challenges by reconciling both a better sharing of the value created by work and a strengthening of corporate social responsability?

Our team of attorneys, experts in employment law and HR engineering, can assist you in both advisory and litigation matters in France and internationally, on either traditional or emerging issues.

• Day-to-day labour management and HR issues such as hiring and dismissals or the execution of an employment contract.
• Relationships management with employee representative bodies and unions, and the applicable CBAs.
• Labour aspects of M&A transactions such as due diligences, transfers, restructuring, redundancy, social status harmonisation.
• Individual and collective litigation, criminal employment law.
• HR innovation and comp & ben policies.

These are all issues where a company should necessarily have the support of a recognised partner specialising in employment law.

Emerging issues:

• HR compliance and internal investigations management (harassment, discrimination, and whistleblowing),
• HR Engineering and People Change in the context of transformation projects
• Employee Health and the quality of life at work, optimisation of ATMP rates (occupational accident and sickness),
• HR audits management.