For employees
- Review of employment contracts, amendments and restrictive clauses before you sign.
- Challenging a dismissal you consider abusive, and claiming the compensation provided by law.
- Unpaid wages, overtime, paid leave and end-of-contract entitlements.
- Disciplinary sanctions and workplace disputes.
- Social security (CNSS) declaration issues.
For employers
- Drafting permanent and fixed-term employment contracts and internal regulations.
- Running disciplinary procedures that respect the requirements of the Labour Code.
- Terminations, restructuring and negotiated settlement agreements.
- Labour-law compliance reviews of existing contracts and practices.
- Defence before the courts in individual labour disputes.
Useful to know
Time matters in dismissal cases. The Labour Code sets a formal procedure before a disciplinary dismissal, including giving the employee the opportunity to be heard (Article 62), and a claim contesting a dismissal must be brought within a short deadline (Article 65 provides 90 days from receipt of the dismissal decision). If you have received a dismissal letter, seek advice promptly.
Many disputes can be resolved through conciliation — before the labour inspectorate or through direct negotiation — before any court action. Where that fails, the case is brought before the social chamber of the competent court of first instance.
Frequently asked questions
Can I challenge my dismissal?
If a dismissal is not based on a valid reason, or did not follow the procedure required by the Labour Code, it may be considered abusive and can give rise to compensation. Every case depends on its facts and documents, so the first step is a review of your file.
What documents should I bring to a first meeting?
Your employment contract, recent payslips, your CNSS statement, any warnings, letters or emails from the employer, and the dismissal letter if you have received one.
Do you also advise employers?
Yes. Employers are advised on contracts, internal regulations, disciplinary procedures and terminations, with the aim of preventing disputes before they arise.
