Labor & Employment

Individual disputes involve one employee (e.g., wrongful termination, unpaid wages), while collective disputes involve unions or groups of workers (e.g., collective bargaining, strikes). We defend both types, coordinating strategy across litigation and labor-management relations.

Unresolved labor liabilities (unpaid severance, union obligations, misclassified contractors) create financial and operational risk for acquirers. Our due diligence identifies these exposures, quantifies potential liability, and structures indemnities or purchase price adjustments.

Primary risks include failure to register employees with social security, improper wage/hour practices, inadequate severance reserves, non-compliance with profit-sharing requirements, and exposure to labor authority audits. We conduct compliance reviews and implement remediation programs.

Yes. Our approach balances employee relations with business needs—negotiating wage structures, work rules, grievance procedures, and flexibility provisions (e.g., shift scheduling, subcontracting) that align with operational requirements while maintaining constructive union relationships.

Venezuelan labor law heavily favors employees, requiring strict compliance with severance calculations, notice periods, and procedures. We design restructuring programs that minimize litigation risk, negotiate exit packages, and defend against wrongful termination claims when disputes arise.

Key issues include work permits/visas, employment contract localization (which country's law applies), tax residency and social security contributions, employee secondments vs. permanent transfers, and coordination of benefits across jurisdictions. We structure compliant mobility arrangements and coordinate with local counsel.