Organising work, valuing people, facing change.
Managing people, organisation and work means balancing rules, responsibilities and relationships every day. It is a balance that requires expertise, responsiveness and sensitivity, especially when the organisation is evolving or facing complex situations.
We work with HR professionals on everyday operational decisions and at times of transformation, bringing an authoritative and practical employment law perspective, always with the aim of providing a point of reference that guides choices and prevents risks.
We offer hotline support on day-to-day employment issues; we draft policies, delegations, contracts and company agreements; we support the management of outsourcing contracts, absences, workplace injuries, unfitness for work, disciplinary proceedings and dismissals; and, finally, we assist HR functions in preventing and resolving disputes, including in administrative, trade union, arbitration and court proceedings.
We get to grips with company processes, examine facts, documents and established practices, and identify the points that need attention. We translate employment law into operational guidance, policies and tools that are clear and consistent with one another, maintaining constant dialogue while decisions are implemented. When a dispute arises, we ensure continuity between internal handling and defence strategy, approaching litigation with rigour, awareness of context and a focus on results.
Jacopo E. Di Marco, lawyer
Our areas of expertise
We offer highly specialised expertise and solid hands-on professional experience to assist HR professionals in these areas
Organising work through effective policies, delegations and rules
Drafting of disciplinary codes, policies, organisation charts and delegations of functions relating to work organisation, including automated and/or AI-supported organisation, remote monitoring, health and safety, and the responsible and transparent use of artificial intelligence.
Establishing clear and well-protected employment relationships
Drafting of individual employment contracts and clauses such as minimum-term commitments, retention agreements, employee invention agreements, confidentiality and secrecy agreements, and post-employment non-compete and non-solicitation covenants.
Coordinating outsourcing contracts, entering into company and individual agreements
Drafting and certification of outsourcing contracts and handling of issues arising in their performance, preparation of individual employment contracts, company-level collective agreements and contractual clauses, with assistance in managing the related relationships and employment law issues.
Managing absences, injuries and unfitness for work in compliance with the law
Assistance on health and safety at work, health surveillance, sickness and workplace injuries, protected sick-leave period (comporto), unfitness for work and disability, including related disputes, also with public authorities.
Managing disciplinary proceedings and termination of employment
Handling of disciplinary proceedings and related arbitration and court proceedings; assistance with economic dismissals for justified objective reasons, both individual and collective, and related litigation.
Settling disputes and containing litigation risk
Assistance in handling and resolving disputes through waivers, settlements and conciliations before the labour authorities, in trade union fora and before the Conciliation Committees.
Focus on
14 set 2026
Impugnazione del licenziamento e incapacità naturale
La Corte costituzionale e le Sezioni Unite della Corte di cassazione riscrivono la tutela del lavoratore, preservando i principi dell'affidamento e della certezza dei rapporti giuridici posti alla base dell'art. 1335 cc.
14 set 2026
La risoluzione consensuale per trasferimento conta ai fini dei licenziamenti collettivi
Il trasferimento della sede di lavoro costituisce una modifica sostanziale del contratto e la cessazione conseguente al rifiuto del lavoratore di accettare il trasferimento va computato per l’applicazione della normativa sui licenziamenti collettivi.
14 set 2026
Il Tribunale di Bolzano sulla retroattività della classificazione INAIL
Le MAT 2019 vanno disapplicate poiché la rettifica dell’inquadramento non può decorrere dal provvedimento INPS, ma solo ex nunc.