Employment counsel for decisive restructuring processes.
We advise companies on the employment law aspects of corporate restructuring in Spain.
Our work covers workforce reductions, collective redundancies, internal reorganisations, changes to working conditions, business transfers, closures, integrations and negotiations with employee representatives.
We bring legal structure to decisions that affect people, operations and risk.
We work closely with management teams and Human Resources departments in the planning, organisation and defence of employment matters. Our approach combines technical depth, organisational knowledge and a clear understanding of the business environment.
We advise on:
Collective redundancies require discipline, evidence, business insight and negotiation strategy.
We advise on the legal grounds, documentation, consultation process, accompanying measures, implementation and defence of the procedure, aligning legal strategy with the client’s business needs.
Collective redundancies require discipline, evidence, business insight and negotiation strategy.
We advise on the legal grounds, documentation, consultation process, accompanying measures, implementation and defence of the procedure, aligning legal strategy with the client’s business needs.
Collective redundancies require discipline, evidence, business insight and negotiation strategy.
We advise on the legal grounds, documentation, consultation process, accompanying measures, implementation and defence of the procedure, aligning legal strategy with the client’s business needs.
Collective redundancies require discipline, evidence, business insight and negotiation strategy.
We advise on the legal grounds, documentation, consultation process, accompanying measures, implementation and defence of the procedure, aligning legal strategy with the client’s business needs.
Collective redundancies require discipline, evidence, business insight and negotiation strategy.
We advise on the legal grounds, documentation, consultation process, accompanying measures, implementation and defence of the procedure, aligning legal strategy with the client’s business needs.
Business grounds, legal options, affected employees and risk profile.
Procedure, timeline, documentation and negotiation approach.
Consultation, implementation, dismissals, modifications to conditions, transfers or settlements.
Claims, disputes and post-restructuring employment matters.
Employment advice should be involved before restructuring decisions are communicated.
Early involvement is particularly important where the process may involve collective thresholds, employee representatives, senior executives, business transfers, international coordination or litigation risk.
Collective redundancies, individual dismissals, changes to working conditions, employee transfers, internal mobility, negotiations with employee representatives and litigation risk.
In many cases, yes. It depends on the measure, the number of employees affected and the applicable legal procedure.
Yes. A restructuring may involve changes to working conditions, mobility, functional reorganisations, salary structures or new operating models without reducing headcount.
Before decisions are announced or implemented. Early advice helps define the right procedure, prepare documentation and reduce risk.
Corporate restructuring requires precision before action
