Employment law
The firm advises employees and employers on employment law matters, from the analysis of a contractual situation to the negotiation of an amicable settlement. Where dialogue proves insufficient, it defends its clients before the employment tribunal (*Conseil de prud’hommes*). This pragmatic approach seeks, wherever possible, to favour a negotiated outcome.
How the firm acts
- Advice on a specific legal question: performance or termination of the employment contract
- Overall review of a situation, in particular from a tax perspective
- Negotiation with an employee or an employer with a view to an amicable settlement
- Bringing and conducting proceedings before the employment tribunal.
Key points of the practice
Two offices: Paris and Marseille.
Assistance to employees and employers alike.
Advice at the outset and representation before the employment tribunal.
A multidisciplinary team in employment law and criminal law.
Lawyers acting in this area
Morgane MICHELOT
AssociateA member of the Paris Bar, Morgane Michelot acts in employment and commercial litigation as well as in general criminal law and business crime. She joined the firm in January 2025 and advises…
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Bouziane BEHILLIL
Partner · Paris officeCo-founder and managing partner of Cambacérès Avocats since November 2014, Bouziane Behillil has been a member of the Paris Bar since January 1992. He holds a DESS postgraduate degree in business and…
View profileGeneral principles worth knowing
How do proceedings before the employment tribunal work?
Proceedings begin with a mandatory conciliation stage; failing agreement, the case is referred to the adjudication panel, which rules on the claims of the employee or of the employer.
What is the difference between dismissal on personal grounds and dismissal on economic grounds?
Dismissal on personal grounds rests on a ground connected with the employee (misconduct, professional inadequacy), whereas dismissal on economic grounds arises from the difficulties or reorganisation of the business, each being subject to distinct procedural rules.
Can a negotiated termination be agreed amicably?
Yes: a negotiated termination (*rupture conventionnelle*) results from an agreement between employee and employer on the terms on which the contract of employment is brought to an end, is approved by the administration, and may be the subject of prior negotiation.
What time limits apply to challenging a dismissal?
An employee has, in principle, twelve months from notification of the dismissal to bring proceedings before the employment tribunal; that period may vary according to the nature of the challenge.
When can the firm step in?
- Exemple type
Negotiating the amicable termination of a contract of employment between an employee and their employer.
- Exemple type
Defending an employee before the employment tribunal following a contested dismissal.
- Exemple type
Advising a company on securing the terms of a contract of employment.
Initial enquiry
Contact the firm about employment law.
Set out the essential facts, the parties involved and any deadlines. The firm will review the enquiry and carry out its conflict checks before confirming whether it can act.
- Meetings in Paris, Marseille or remotely
- Individuals, executives and companies
- Please send no confidential documents before written confirmation