International Employment Law

Labour and employment law issues have become as globalised as the world of business and commerce. With this ever-increasing internationalisation of business, the necessity for companies to effectively manage and control their international workforce and talents as well as the knowledge of foreign employment laws is one of the priorities.

Rödl & Partner International Labour and Employment Group is present in more than 40 countries. It regularly advises management on employment law (individual and collective) and social security law aspects at global, regional, and local level. Issues ranging thereby from day-to-day national or international matters on a single-country basis, to large and complex multijurisdictional employment law projects as well on cross-borders restructuring issues. Our lawyers over the world are foreign-trained lawyers with true specialist international employment expertise, ensuring the highest quality of service and efficiency.

Contact our Experts Worldwide

Individual Labor Relations

Negotiations regarding hiring/Preparation of the hiring (work and residence permits, etc.)
Determining the applicable law
Choice of the type of employment contract (permanent contract, fixed-term contract, etc.)
Drafting and modification of employment contracts
Management of the status of the corporate officers
Delegation of powers
Daily advice on the applicable regulations (paid leaves, evaluation, training, internal regulations, remuneration, etc.)
Disciplinary procedures and termination of the employment contract (resignation, mutual termination, dismissal (personal or economic), Retirement, etc.

Collective Labor Relations

Establishment, operation and management of relations with the employee representative bodies
Management of collective conflicts
Negotiation, conclusion and interpretation of collective agreements
Employee savings (profit-sharing, participation, savings plans, etc.)

Transformation of the company

Restructuring (merger, transfer of business, outsourcing, etc.)
Analysis of the impact on individual and collective status (agreements, social protection, staff representatives, employee savings, etc.) and communication with employee representative bodies
Post-acquisition integration and harmonization of statutes
Collective redundancies for economic reasons: Definition of strategy, timetables and costs
Management of relations with employee representation bodies, experts, labor administration, employees, etc.