Employment & Compensation

Corporate Compliance

Employment & Compensation

Companies doing business globally face additional legal obstacles posed by local employment law. Managing workforces in multiple jurisdictions requires consideration of directives, rulings from local courts, general domestic legislation and local legal precedent.

Our team of specialists is on hand to help our clients to meet their goals, proposing and designing tailored solutions in all jurisdictions in complex and sensitive matters such as collective bargaining, advising in restructuring processes, transfer of undertakings or legal defence of our clients in the labour jurisdiction.

This is why the Employment Law Department features a team of specialist lawyers spread across its offices, offering professional services to national and multinational companies encompassing all industries, and guaranteeing coverage and utmost professional quality across the board.

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Business of all sizes - everywhere in the world - are affected in some way by these trends, so it’s important to take the necessary steps to ensure your operations comply.

Business of all sizes - everywhere in the world - are affected in some way by these trends, so it’s important to take the necessary steps to ensure your operations comply.

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Change has impacted many areas in the world of tax. Tax executives need to closely monitor policy changes to manage risks proactively.

Change has impacted many areas in the world of tax. Tax executives need to closely monitor policy changes to manage risks proactively.

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International tax: trends and developments in 2020 and beyond.

International tax: trends and developments in 2020 and beyond.

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2020 Tax Trends Across The Americas

2020 Tax Trends Across The Americas

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FONDO ECABEZADO OTRO ++

6 Ways to Fix the Tax System

6 Ways to Fix the Tax System

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News

Solutions

  • Special employment relations, with particular reference to the drafting and negotiation of senior executive contracts, including situations affecting directors.
  • Advice on the creation of employment relations, hiring of employees and senior executives, regular freelance workers and training contracts.
  • Commencement of activity and opening of workplaces.
  • Oversight of taking over of workforces in commercial operations.
  • Planning and review of remuneration policy.
  • Advice on the alteration of contractual conditions.
  • Handling of relations between company and staff, including collective bargaining.
  • Industrial disputes.
  • Advice on employment measures to be adopted by employers in difficulties.
  • Advice on termination of employment. Individual and collective.
  • Advice on Social Security obligations. Expatriate and foreign non-domiciled employees.
  • Monitoring of compliance with employment obligations, in particular as regards workplace hazards.
  • Employment Due Diligence.
  • Preparation of legal reports.
  • Social Security.
  • HR Solutions.
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Employment & Compensation

The great resignation is here to stay: What makes this trend different and harder to predict is that it’s not tied directly to specific market conditions. It’s certainly influenced by them, but most of its staying power appears to come from a more intangible, widespread shift in employee attitudes and preferences.

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Employment & Compensation

The pandemic disrupted the status quo in a major way, and workers in virtually all industries are using this transitory period to reassess how they view work itself and searching for roles that are more meaningful — and better paying.

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Workers want flexible work — but the Employer doesn’t always agree

 

The report points to a wide disconnect between what executives and workers want for the future:
 
“Sixty-eight percent of workers prefer remote work over returning to onsite work, and 61 percent would be willing to take a pay cut to remain remote. Almost half (45%) said they would quit or immediately begin looking for a new job if they were forced to return full time.
… Despite this clear employee preference, executives overwhelmingly want their workers back full time.”

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The evolution of tech tools in the workplace calls for continued skilling

“With continued advancements in tech and widespread digital transformation, employers need to invest in building their workforces’ skill sets for the jobs of today and the jobs of the future. Add to that the strain of hiring in today’s job market, and it’s more important than ever to reskill/upskill workers to keep them on board.”

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The evolution of tech tools in the workplace calls for continued skilling

“…But the business case for skilling couldn’t be more clear — and the timing couldn’t be more urgent. Companies that make skilling a priority in 2022 will be much more likely to keep and retain talent, while those that don’t will struggle with more than just human capital. They’ll also have a harder time innovating and adapting to our ever-changing business landscape.”

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Employee well-being is still top of mind

Inteviews note that “The burnout and mental health challenges of living in a pandemic and fielding constant disruption aren’t going away. Employers need to make employee well-being a top priority — to support their current workers and attract top talent down the line.” But again, they point to a great disconnect between employers and employees.

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How We Can Help

Key Contacts

To find out more about going beyond compliance
To find out more about going beyond compliance
read our report
To speak to one of our regulation experts
To speak to one of our regulation experts
contact us now

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