Managing labor relations crises, collective disputes, and high-profile situations, aligning legal strategy with sensitive communications.
Navigating labor relations crises without compromising the company
An unexpected strike, an escalating conflict, a press article about an HR failure, a collective harassment complaint, a site occupation, or a work stoppage during negotiations: labor relations crises often strike at the worst possible moment and require a rapid, coordinated, and controlled response.
The firm works alongside employers to manage these situations within the short timeframes they impose, aligning legal strategy with operational, human, and reputational stakes.
The first few hours are decisive
A labor relations crisis mishandled in its first hours quickly becomes a media crisis, and then a lasting reputational crisis. Conversely, a structured response from the very first warning signs often makes it possible to contain the situation and restore a framework for dialogue.
The firm offers a phased approach: immediate assessment of the situation, definition of a response strategy, coordination with internal teams (HR, management, communications), and implementation and oversight over time.
What our support covers
- Managing strikes, work stoppages, and collective actions
- Emergency proceedings to restore site access, end an occupation, or obtain the disclosure of documents
- Support in handling collective harassment or discrimination complaints
- Managing post-restructuring crises (post-PSE litigation, collective challenges)
- Sensitive communications with employee representatives
- Liaison with the authorities (DREETS, the regional labor administration; the Labor Inspectorate; the public prosecutor)
- Coordination with external communications and the press
- Handling the associated reputational risks
Aligning legal and communications strategy
A labor relations crisis cannot be handled on legal grounds alone. Legal choices (seeking an emergency order, opening negotiations, suspending a decision) have immediate consequences for the company's image, internal perception, and media coverage.
The firm works in close coordination with internal or external communications teams so that the legal strategy and the communications strategy reinforce each other rather than contradict one another.
Managing for the long term, not just the moment
A crisis that appears to have subsided can resurface months later through collective labor court litigation, targeted union action, renewed media interest, or an administrative investigation. Handling a crisis therefore includes post-crisis risk management and the implementation of safeguards to limit recurrence.
Internal reports and investigations
The growing number of reporting channels (whistleblowing procedures, employee helplines, HR reporting) brings to light sensitive situations that require a rigorous internal investigation methodology. Scoping the engagement, respecting the rights of each party, methodically gathering testimony, and drafting an actionable report: every step must be mastered so that the findings can support legally sound decisions.
A reflex to adopt at the first warning signs
Business leaders who have already been through a labor relations crisis know this: calling on specialized counsel at the first warning signs costs far less and protects far better than waiting until the situation is out of control. The firm is available for these short, strategic interventions, drawing on experience gained in comparable situations across a variety of sectors.
