Companies
In employment matters the expensive mistake is rarely the dismissal itself: it is how everything that came before it was documented, or wasn’t.
Direct answer
Corporate employment law governs the relationship between a company and the people who work in it, and concentrates much of a business’s financial risk: a poorly executed termination, an unsupported restructuring or the wrong hiring structure can cost several times what they appeared to save. Acerteq works on corporate employment matters — executives, restructurings, investigations and strategic litigation — not high-volume employment work.
Scope
Executive contracts, variable pay schemes, retention bonuses, confidentiality and non-compete clauses.
Departures of senior management, employees with reinforced job protection and cases carrying reputational risk, closed with a settlement that ends the exposure.
Retirement plans, changes to working conditions, employer substitution and authorisations where the number of dismissals requires them.
Disciplinary procedures with due process, workplace committees, interviews and decisions that withstand judicial review.
Review of contracts, working hours, premiums, outsourcing and internal regulations against the employment reform in force.
Defence in ordinary proceedings, constitutional claims over job protection and social security disputes of significant impact.
Intent signals
How we work
01
An initial session where we map your real exposure: what risk exists today, its financial impact and how urgent it is.
02
We deliver scope, deliverables, timelines and fees in writing before signing. You know exactly what you get and what it costs.
03
A senior lawyer owns your matter end to end, with direct, unfiltered access. Every request is logged on the platform.
04
Periodic reporting on real status, regulatory alerts for your sector and an annual review of your legal risk matrix.
Frequently asked questions
Yes, by paying the statutory severance or the agreed amount if higher. The severance is rarely the problem: the disputes that follow concern accrued bonuses, commissions, benefits in kind and poorly drafted salary-exclusion agreements, plus the possibility of the executive alleging a discriminatory motive. That is why the exit is prepared before it is communicated, not afterwards.
Principally pregnant and nursing employees, employees whose health limits their performance, union officers and those close to retirement. Dismissing them without authorisation, or without rebutting the presumption of discrimination, normally leads to reinstatement with back pay. Each case requires checking whether the protection genuinely applies before any decision is taken.
They are lawful where the contractor is genuinely autonomous: they decide how and when to perform, are not subject to fixed hours or standing instructions, and cover their own social security. Where subordination exists in practice, the primacy-of-reality principle applies and the relationship is declared to be employment, with retroactive benefits, contributions and damages. A prior audit costs far less than that ruling.
The changes with the greatest financial impact concern working hours, night and Sunday premiums, and hiring rules. The real effect depends on the sector and shift structure: for a business operating around the clock the adjustment is significant, for an administrative office it is minor. We run the calculation on the actual payroll before proposing any contractual change.
First consultation
Tell us what is happening. A senior lawyer in this area will read it and reply within two business hours with a first assessment and no commitment.
The person who assesses you is the person who would run the matter.
Scope, deliverables and price before any engagement is signed.
Every request is logged on the platform with a visible status.
First consultation
⏱ Response in under 2 business hours.
🔒 Your data is protected and confidential under attorney-client privilege.
Related practice areas
Most cases touch more than one area. These are the ones that most often come up alongside this matter.
Corporate structures, shareholder agreements, company sales, reorganisations and disputes between partners.
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Commercial, corporate, contractual and administrative disputes of significant value, before courts and arbitral tribunals.
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Entities supervised by the Financial Superintendence, insurers and brokers, SARLAFT, SAGRILAFT, anti-bribery programmes and administrative investigations.
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Next step
A 30-minute diagnostic with a senior lawyer, with no obligation to engage. You leave with a clear read on your risk and what to do first.
Response in under 2 business hours.
