Representing senior executives and managers before the French labor courts in matters involving high technical, financial, and reputational stakes.
Defending your interests in high-stakes litigation
Labor court litigation involving a senior executive or manager bears little resemblance to a standard employee dispute. The financial stakes are higher, contractual clauses are more complex, evidence is often sensitive, and the reputational dimension weighs heavily on the strategy.
The firm represents executives and senior managers before the labor courts (conseils de prud'hommes), the courts of appeal, and the French Supreme Court (Cour de cassation), with an approach tailored to the specific features of this high-level litigation.
Technical and demanding litigation
Challenging a dismissal, recovering disputed variable compensation, establishing harassment or discrimination, seeking the reclassification of a corporate office as an employment contract, or defending your interests in a co-employment situation: each matter requires in-depth legal expertise and a precise litigation strategy.
The firm's approach is built on a rigorous analysis of the evidence, a candid assessment of the chances of success, and a careful weighing of litigation risk against settlement alternatives.
What our support covers
- Challenging a dismissal (unfair dismissal without real and serious cause, nullity, procedural irregularity)
- Psychological harassment, discrimination, and serious breaches by the employer
- Claims for unpaid variable compensation, bonuses, and commissions
- Litigation relating to management packages and share-related clauses
- Challenges to non-compete clauses and their conditions of application
- Reclassification of corporate offices as employment contracts
- Emergency proceedings (disclosure of evidence, interim payments, documents)
- Representation before the court of appeal and the French Supreme Court
The upstream phase: favoring negotiation where possible
Before any legal action, the firm systematically explores the possibilities of an amicable resolution. A well-negotiated settlement agreement often makes it possible to obtain compensation close to what could be achieved in court, more quickly, in complete confidentiality, and without the uncertainties of litigation.
Litigation becomes the appropriate course when negotiation has failed or could not be opened under acceptable conditions.
Reputation and confidentiality
An executive in a dispute with a former employer carries a case that may affect their ability to secure a position at the same level. The litigation strategy takes this dimension into account from day one: choice of arguments, management of the timetable, communication with the professional environment, and any constraints arising from confidentiality clauses.
Technical expertise backed by genuine pragmatism
Experience gained at major international firms (Clifford Chance, Latham & Watkins, Gibson Dunn, Flichy Grange) gives the firm technical command of complex matters, combined with a pragmatic, results-oriented approach. The goal is never litigation for its own sake, but the best possible outcome within a controlled timeframe and budget.
