Labor
Strategic consulting in individual and collective labor relations, regulatory compliance, and litigation for companies.
Secure, traceable, and strategically proactive labor relations.
- Contracts and Labor
- Relations Management
- Internal Regulations and Corporate Policies
- Collective Labor Relations
- Corporate Employment
- Terminations
- Administrative Procedures before the Labor
- Directorate
- Labor Compliance
- Consulting and Litigation
How we work with your company
Comprehensive Occupational Diagnosis
Regulatory and Contractual Design
Implementation and Internal Training
Defense and Negotiation Strategy
Continuous Monitoring and Compliance
FAQ
1. Which contract is appropriate depending on the type of worker?
It depends on the role, duration, risk of subordination, work arrangement, and nationality. The contractual decision is part of the labor strategy, not just a format.
2. Is it mandatory to have internal regulations and protocols?
Yes, for companies with more than 10 employees, and they must include specific protocols for workplace harassment, sexual harassment and violence, as well as teleworking where applicable.
3. How do we manage collective bargaining without reputational risk?
Through early planning, cost-benefit analysis, and preventative strategies before conflicts arise.
4. What risks can a poorly executed dismissal generate?
High compensation payments, fines, legal actions, reputational damage, and individual liability of directors. A dismissal is not just a termination; it is a legal act with significant implications.
5. How does the company prepare for a labor inspection?
With prior document auditing, accreditation of policies, contracts, compensation, migration, and protocols. Oversight is achieved beforehand, not during the process.