Every worker deserves
a fair fight.
Employment law governs real livelihoods and real careers. Whether you are an employee who has been wronged or an employer navigating complex obligations, we provide counsel that is clear, strategic, and effective.
French employment law is among the most complex in Europe, and the consequences of getting it wrong — whether you are an employee or an employer — can be severe. We advise on the full range of individual and collective employment matters, appearing regularly before the Conseil de prud'hommes de Lyon and, on appeal, before the Cour d'appel.
Areas We Handle
Wrongful Dismissal
Challenge of licenciements without real and serious cause, procedurally irregular dismissals, economic dismissals, and constructive dismissal (prise d'acte de rupture).
Discrimination & Harassment
Claims for discrimination on grounds of sex, origin, age, disability, and trade union activity; moral and sexual harassment proceedings.
Wages & Benefits Disputes
Recovery of unpaid wages, overtime, bonuses, commissions, and benefits; challenge of unlawful salary deductions and classification errors.
Employment Contracts & Separation Agreements
Drafting and review of employment contracts, non-compete clauses, rupture conventionnelle homologuée, and settlement agreements (protocoles transactionnels).
Collective Labour Relations
Advice to employers on works council obligations, collective bargaining, restructuring plans (PSE), and trade union relations.
Frequently Asked Questions
Claims for wrongful dismissal must be brought before the Conseil de prud'hommes within 12 months of the date of dismissal. For wages claims the limitation is 3 years. Do not delay — contact us as soon as you receive notice of dismissal.
A rupture conventionnelle is a mutually agreed termination of an employment contract, subject to DREETS homologation. It entitles the employee to severance and unemployment benefits. We advise on whether the terms offered are fair and negotiate improvements where they are not.
A non-compete clause is only valid if it is limited in time and geography, proportionate to the employer's legitimate interests, and compensated financially. We assess validity and, where necessary, apply to have unenforceable clauses set aside.
Ready to speak with counsel?
Every mandate begins with a confidential consultation. Tell us your situation — we will tell you, plainly, what the law can achieve for you.