Atypical and/or new forms of work

Newforms of work have grown over the past fifty years as companies search for the right balance between flexibility and risk management. 

The different types of temporary work contracts, including the “long-term temporary contracts”, “Professional Employment Organisations” (PEO) whose legal and collective bargaining framework have recently been defined, and the development of independent workers’ platforms notably illustrate this trend. 

Having recourse to these new types of work requires a thorough knowledge of the various types of employment and independent statues available, expertise regarding each scheme’s characteristics and risk profile. 

Comprehensive employment legal expertise (covering labour law, criminal law and social security law) is required in order to both advise and litigate these matters, as is regular and practical knowledge of the relevant supervisory authorities (in case of administrative sanctions in the context of secondment, for instance).

This dedicated practice advises companies, groups, temporary work agencies, professional employment organizations, interim management firms, independent worker platforms, employment bodies, and professional unions. It has developed a cutting-edge know-how of all labour and criminal law issues and provides appropriate risk management advice. 

An answer to all your questions

What are the rights and duties of seconded workers and companies in the context of an international service contract? In which case can a court ordered “reclassification” of an independent contractor agreement into an employment contract? What risk management strategies are available?  When can you have recourse to PEO and what types of employment contracts are available? What qualifies as a company’s “normal and permanent” activity? Is the “lending” of workers between two companies lawful? And under what conditions can the non-profit “lending of labour” take place? How can one use subcontracting in a legally secure manner? What are the possible criminal, administrative and civil implications in the event of a labour inspector’s intervention and can I preliminary audit help to manage such consequences more effectively? 

We use technical cookies to ensure the proper functioning of the site, we also use cookies subject to your consent to collect statistics visit.
Click below on & laquo; ACCEPT & raquo; to accept the deposit of all cookies or on & laquo; CONFIGURE & raquo; to choose which cookies require your consent will be registered (statistical cookies), before continuing your visit to the site. Show more
Cookie management

Cookies are text files stored by your browser and used for statistical purposes or for the operation of certain identification modules for example.
These files are not dangerous for your device and are not used to collect personal data.
This site uses cookies of identification, authentication or load-balancing not requiring prior consent, and audience measurement cookies requiring your prior consent in application of the texts governing the protection of personal data.
You can configure the setting up of these cookies by using the settings below.
We inform you that if you refuse these cookies certain functionalities of the site can become unavailable.
Google Analytics is a tool for measuring audience.
The cookies deposited by this service are used to collect statistics of anonymous visits in order to measure, for example, the number of visitors and page views.
This data are used to follow the popularity of the site, to detect possible navigation problems, to improve its ergonomics and the user experience.