Safer labor relations for better-prepared companies.
We work to reduce risk and prevent conflict in employer-employee relationships, advising on legal compliance and providing strategies aimed at reducing labor liabilities. When litigation becomes unavoidable, we handle judicial and administrative labor litigation on behalf of companies.
We also provide advisory services on union negotiations, workplace safety, and career-plan development.
How does preventive labor law practice work?
Preventive labor law practice consists of anticipating and mitigating risk before it turns into litigation. This involves reviewing hiring and termination procedures, working hours, severance payments, internal policies, and compliance with current legislation. We identify points of exposure and recommend corrective measures to reduce the formation of labor liabilities.
We believe that prevention is as strategic as winning a lawsuit — the cost of preventive compliance is, in most cases, significantly lower than that of litigation. Our preventive approach focuses on the company’s financial health and workplace harmony. A workplace that complies with the law reduces turnover and improves organizational culture. We work to ensure the company has pre-established evidence of its good faith and compliance with its obligations, which undermines the merits of any unfounded labor claims.
Do you advise on negotiations with labor unions?
Yes. We provide advisory services for union negotiations, including drafting and reviewing collective bargaining agreements. Our work involves analyzing union demands, assessing the financial and operational impact on the business, and building negotiation strategies that balance maintaining healthy labor relations with protecting the company’s interests.
We also advise on compliance with union obligations and workplace-safety issues, which are frequently the subject of collective bargaining. The rationale here is finding balance. The union is a necessary counterpart, and a confrontational relationship tends to be more costly than one built on technical dialogue. We advise the company so that concessions made at the negotiating table are offset by gains in productivity or operational flexibility, ensuring the legal validity of the collective instrument to prevent it from being struck down by the labor courts.
Do you have experience managing large caseloads?
Yes. We handle judicial and administrative labor litigation with the capacity to manage large volumes of cases, implementing control, prioritization, and monitoring methodologies that ensure standardized defenses and efficient allocation of resources. Our experience managing significant caseloads allows us to identify patterns, standardize defense theories, and extract legal intelligence that feeds back into our preventive practice. We serve companies across different sectors, always adapting our defense strategy to the particularities of each line of business.
The logic applied here is operational efficiency. We use technology to monitor decision trends by region and by judge, allowing the company to make data-driven decisions about when to settle and when to take a dispute to higher courts. This turns the legal department from a cost center into a strategic liability-management unit.