FAQ - Labor Law

To schedule an appointment, please send me a message using the contact form on the website, or select a time slot by clicking here. 

You can briefly describe your situation and availability there.

I will get back to you as soon as possible to suggest a suitable time for our meeting.

This can take place at the office, via video conference, or over the phone, whichever is most convenient for you.

The initial consultation is a structured discussion that allows me to thoroughly assess your situation and provide you with concrete solutions.

Before our meeting, I will send you a questionnaire to fill out, along with the documents needed to compile your file.

This questionnaire allows you to provide a clear and comprehensive overview of your situation, and helps me prepare for our meeting so that we can make the most of our time together on the day of the appointment.

I would also ask you to send me any documents that will help me assess your situation.

The consultation lasts one hour.

During this conversation, we’ll take a detailed look at your situation, your goals, and the challenges you’re facing.

I’ll provide you with an initial analysis, explain your options, and suggest a tailored strategy.

After our meeting, I will send you a detailed summary so that you can keep a clear record of the topics discussed and the recommendations made.

The consultation costs €200 excluding tax (€240 including tax). This amount will be deducted from my fees if you decide to hire me to handle your case.

I will also provide you with clear information about the support services and fees if you’d like to proceed.

The cost of hiring a labor lawyer depends on your situation and the steps that need to be taken.

In most cases, I suggest:

- a flat fee,

- supplemented by a success fee, calculated based on the amounts recovered.

My goal is also to optimize your situation, particularly during negotiations or legal proceedings.

Fees are set in a fully transparent manner and set forth in a fee agreement.

The fee for the first consultation will be credited toward future sessions if we continue to work together.

It is important to check whether you have legal coverage.

This type of coverage, which is often included in insurance policies, may cover all or part of the attorney’s fees.

Yes. I provide support to employees throughout the country.

Remote communication enables effective support without geographical constraints and helps minimize the overall cost of your support services.

Yes. Appointments can be held via video conference or by phone.

This offers a great deal of flexibility, especially if you live abroad.

Yes. I am bilingual in French and English, and I regularly assist employees working in an international environment.

I specialize in cases involving multiple countries, such as those related to employment contracts, social security, or unemployment benefits.

As soon as possible.

Advice given early on can often help prevent mistakes, prepare for negotiations, or better prepare for legal proceedings.

The statute of limitations for cases brought before the labor court varies depending on the nature of your claim.

For example:

- 12 months to challenge a termination,

- 3 years for back pay claims.

It is therefore important to act quickly so as not to lose your rights.

Yes, in many situations, negotiation is possible.

It can take various forms (mutually agreed termination, settlement agreement, etc.).

The goal is to ensure a smooth departure and secure the best possible terms.

Generally speaking, resigning does not make you eligible for unemployment benefits.

However, certain situations may entitle you to benefits, particularly in the case of a legitimate resignation or following a review of your situation.

It is important to carefully assess your situation before making a decision.

Yes, if you believe your dismissal was unjustified or if the proper procedures were not followed.

An analysis of your case can help identify possible legal remedies against a termination.

Filing a claim may result in compensation or lead to negotiations.

Your options for appealing a termination depend on your specific circumstances.

These may include:

- a dispute before the labor court,

- negotiations with your employer,

- or a combination of the two.

The right strategy allows you to effectively protect your interests.

The duration of labor court proceedings can vary depending on the complexity of the case and the court hearing it.

In practice, a case can take anywhere from one year to more than two years.

In some cases, an out-of-court settlement can resolve the dispute more quickly.

Not necessarily.

In some cases, negotiation may be sufficient.

In other cases, you must file a claim to assert your rights.

I'll work with you to determine the best strategy.