Human Resources – Your counsel across all areas of employment and social security law

Our lawyers specializing in international employment law draft all types of contracts, including permanent and fixed-term employment contracts, to provide a solid legal foundation for your employment relationship. We verify and optimize essential clauses, such as those related to remuneration, benefits in kind, mobility, non-compete, and working time organization (e.g., working from home and GDPR compliance). We pay particular attention to specific features of French and German law, such as the days-based working time arrangement (forfait-jours) in France and the German Act on Proof of the Essential Conditions Applicable to an Employment Relationship (Nachweisgesetz) in Germany.

Our lawyers specializing in international employment law provide legal support for negotiating employment contracts from the employer’s or employee’s perspective. Support is provided in French, German, and English as needed, including the drafting of contracts.

Our lawyers specializing in international employment law will conduct an in-depth review of your contracts to identify any issues and ensure compliance with French, German, and EU legislation and regulations. If your circumstances or your company’s needs change, we can help you amend and adapt your employment contracts.

Our lawyers specializing in international employment law can help you determine which collective bargaining agreement applies to your case or help you change the applicable CBA.

Our lawyers specializing in international employment law provide legal advice to help you conduct dismissal procedures that are fully compliant with legal requirements. Whether the dismissal is due to redundancy or personal reasons, our lawyers will assist you throughout the entire process. They will carry out precise calculations of termination entitlements, including dismissal, termination, notice-period, and paid-leave indemnities. They will also assess the potential financial risk in the event of litigation.

Our lawyers specializing in international employment law can guide you in securing an amicable termination of the employment relationship, whether through a rupture conventionnelle under French law or an Aufhebungsvertrag under German law.

Our lawyers specializing in international employment law provide legal advice and guidance to help you manage employee retirement and employer-initiated retirement.

Our lawyers specializing in international employment law will review your dismissal to determine whether it meets all legal and procedural requirements. If any irregularities are found, our lawyers will assist you in challenging the dismissal.

If you are facing an abusive dismissal, dismissal without just cause, or null dismissal, our employment litigation lawyers will represent you in court and challenge your dismissal. Our lawyers will assist you in claiming damages or back pay and provide full representation to defend your rights and obtain compensation.

Our lawyers specializing in international employment law will assist you in negotiating the best possible severance package and maximize your financial entitlements.

If you have worked unpaid overtime or believe you are entitled to back pay, our lawyers specializing in international employment law will carry out the necessary calculations and implement the appropriate claims procedures.

Our lawyers specializing in international employment law will help you assess the situation, identify possible solutions, and protect your interests. They can do this through negotiation with your employer or by taking your case to court.

The status of cross-border workers is governed by bilateral conventions and international agreements, which determine the applicable legislation. It is crucial to determine which law applies to the employment contract and working conditions. Our lawyers specializing in international employment law can help you secure your contractual relationships and ensure compliance with applicable regulations. Whether you are an employer or an employee, our lawyers will guide you through the French and German legal systems.

Cross-border workers may experience uncertainty if they are dismissed or if their employment contract is terminated. It is crucial to determine which employment law applies and understand its associated protections and obligations.

Our lawyers specializing in international employment law assist with all dismissal and mutual termination procedures, whether you are an employer or an employee. They represent your interests in courts of competent jurisdiction in both France and Germany.

The tax and social security obligations of a cross-border worker depend on tax treaties and European regulations. Knowing where to declare income and pay contributions is crucial to avoiding double taxation and unfavorable tax and/or administrative consequences.

Our lawyers specializing in international employment and social security law advise on the application of French-German tax treaties and social security affiliation to ensure your situation is legally compliant and optimized.

A cross-border worker’s employment contract must clearly state the applicable law, working conditions, place of work, and rules on taxation and social security protection. An imprecise contract may lead to disputes or negative tax and/or administrative consequences.

Our lawyers specializing in international employment law assist in drafting and adapting contracts to ensure compliance with French and/or German regulations. They secure essential clauses to protect your interests and ensure the smooth management of your cross-border workforce.

Remote work for cross-border employees raises complex issues related to employment law, taxation, and social security. Employers must ensure that remote work complies with applicable laws and conventions.

Our lawyers specializing in international employment law can advise you on setting up remote work arrangements for cross-border workers and help you secure your contracts and social obligations. We help you anticipate risks and guarantee optimal compliance.

Detachment and expatriation are two forms of international mobility that have different implications regarding employment contracts, social security coverage, and taxation. Detachment allows employees to remain affiliated with the social security system of their home country. Expatriation, on the other hand, often involves switching to a local contract and a foreign social security regime.
Our lawyers specializing in international employment law can help you secure your contracts and advise you on the legal framework best suited to your situation.

A carefully drafted employment contract for international mobility must specify the conditions of expatriation or detachment, the applicable social security regime, benefits associated with the foreign assignment and return arrangements.
Our lawyers specializing in international employment law can help draft and optimize your contracts to ensure compliance with local and international regulations. We can draft, negotiate, or review your contract in French, German, or English.

When an employee works abroad, it is crucial to determine their social security and tax obligations to avoid double taxation or reassessment risks. These obligations vary depending on applicable European regulations or, if those do not apply, bilateral conventions.
Our lawyers specializing in international employment law can help you anticipate and comply with these obligations, as well as optimize the social security and tax management of your employees abroad.

Our lawyers specializing in international employment law help implement remote work from abroad while ensuring compliance with European and international regulations and conventions. We analyze contractual, tax, and social security aspects while ensuring GDPR compliance and checking for legal restrictions under national law.

Several aspects must be clarified when an employee is transferred within an international group, such as from the headquarters of the parent company to a subsidiary abroad: the contractual framework, tax status, social security protection, length of the assignment, and employee rights. Inadequately managing an intra-group transfer can lead to disputes and the risk of reclassification.
Our lawyers specializing in international employment law assist with securing employee transfers and drafting tripartite agreements that comply with legal and regulatory requirements.

Employee leasing is subject to strict rules regarding employment contracts, compensation, social security protection, and assignment duration.
Our lawyers specializing in international employment law will help you navigate the employee leasing process and advise you on the legal obligations you must meet to avoid any risk of reclassification or litigation.

A valid employee leasing agreement must specify several essential elements, including the assignment’s duration, each party’s responsibilities, cost allocation, and conditions for the employee’s return. Poorly drafted terms can lead to reclassification as unlawful labor lending.
Our lawyers specializing in international employment law assist in drafting and adapting your employee leasing agreements to ensure compliance with applicable legislation and protect your company’s interests.

Employers engaging in cross-border employee leasing must comply with several administrative obligations, particularly those related to declarations and detachment rules. These requirements vary depending on the assignment’s duration, the employee’s status, and the applicable laws in each country. Our specialized expertise is at your disposal to ensure compliance with legal obligations relating to administrative procedures, social security, and taxation, and to legally secure the employee leasing arrangement and minimize the risk of noncompliance and sanctions.

Our lawyers specializing in international employment law will help you select the right employee representative body for your company and implement it. They will also inform you of your related legal obligations.

Our lawyers specializing in international employment law help companies ensure that elections are conducted transparently and in full compliance with legal requirements.

Our lawyers specializing in international employment law provide ongoing support to ensure the rights and obligations of employee representatives and employers are fully respected.

If you disagree with a decision made by the CPAM, URSSAF, or another social security agency, you may file an amicable appeal. If necessary, you may also bring the case before the Social Division of the Judicial Court. Time limits for challenging a decision vary depending on the nature of the dispute.

Our lawyers specializing in social security law assist you in drafting your appeals and represent you throughout the process to maximize your chances of success.

An URSSAF reassessment may be contested if the employer believes it is based on an incorrect interpretation or application of social regulations. A detailed analysis of the grounds for the reassessment is essential to determine which elements can be contested.

Our lawyers specializing in employment law and URSSAF litigation can help you analyze the reassessment, prepare your defense, and negotiate with the URSSAF to limit the financial impact on your business.

A CPAM refusal to recognize an occupational accident or disease can significantly impact an employee’s compensation. This decision may be appealed first to the amicable appeals commission and then to the Social Division of the Judicial Court.

Our lawyers specializing in social security law will assist you in preparing your medical and legal files to assert your rights and obtain recognition of your occupational accident or disease.

The legal status of company directors differs significantly between German and French law. In Germany, under certain conditions, it is possible to hold a corporate office and an employment contract or service agreement simultaneously. In contrast, French law strictly enforces the non-cumulation principle, which prohibits holding an employment contract and a corporate office simultaneously.

These differences have significant implications for dismissal protection, social security coverage, and severance entitlements.

Our lawyers specializing in employment and corporate law ensure optimal legal security for executive functions. They will guide you, starting from the recruitment stage, in selecting the legal framework best suited to your needs in both Germany and France. This will help you avoid any confusion or reclassification of a corporate office as an employment contract.

Remote work raises numerous legal questions regarding its implementation, the rights and obligations of employees and employers, reimbursement of professional expenses, the right to disconnect, and the handling of occupational accidents occurring at home.

Our lawyers specializing in employment law can help you secure your practices and answer all your questions about remote work.

Both employers and employees may have questions about absences and sick leave, such as conditions for justification, salary maintenance, medical checks, sanctions for unjustified absences, and protection against dismissal.

Our lawyers specializing in international employment law can advise and assist you in securing your procedures and addressing your needs.

Paid leave is a fundamental employee right. However, its accrual and use can raise questions about the number of accrued days, refusal or postponement of leave, compensation, the impact of sick leave, and specific rights in the event of contract termination.

Our lawyers, who specialize in French and German employment law, can assist and advise you to ensure the secure management of paid leave.

Variable remuneration, including performance bonuses, profit-sharing schemes, participation programs, and value-sharing bonuses, is an essential tool for motivating and rewarding employees.

Our lawyers specializing in employment law support you in implementing, managing, and securing these schemes to ensure compliance and effectiveness.

Benefits in kind are goods or services provided by an employer to an employee for personal use, such as housing, a vehicle, meals, or computer equipment. These benefits are part of the employee’s compensation and are subject to social security contributions and income tax.
Our lawyers specializing in employment law assist you in managing and reporting benefits in kind to ensure compliance and avoid any risk of reassessment by social security authorities.