OUR AREAS OF EXPERTISE
Labor law is no longer just about employment contracts. Today, it encompasses decisions regarding employment models, managerial responsibilities, employee intellectual property, remote work, and the mental well-being of your team. We design solutions that clarify relationships and protect your business.
Partner
I’ve always been fascinated by the different ways one can approach legal issues. In my work, however, I focus on solutions that work not only “for now,” but above all in the long term and in a way that’s safe for the business. I support entrepreneurs in making legal decisions that bring order to the company’s situation and help avoid problems in the future.
Partner
SERVICES
We provide comprehensive support in all areas of labor law—from designing employment structures to representing clients in disputes.
Get a handle on relocations, secondments, and working abroad before they start slowing down your business
We design and implement a work organization model tailored to your company’s specific circumstances—one that complies with labor laws, makes operational sense, and can be effectively implemented on a day-to-day basis.
PIP Ready is a quick, business-focused review of risks in the areas of B2B, civil law contracts, and work organization practices. We help you identify where your company has gaps, what needs to be addressed, and how to prepare your organization for an audit without causing chaos.
We help employers navigate changes in their workforce structure, roles, policies, and work organization. We translate business decisions into a reliable action plan: what to do, in what order, what documents are needed, and how to communicate these changes.
We implement a practical whistleblower reporting system within the organization: from analyzing responsibilities and designing the process, through documentation, roles, and responsibilities, to launching the reporting platform and preparing the organization to operate.
If similar roles operate under different rules at your company, and HR decisions are made based on “historical precedent” or on an ad hoc basis, then this is no longer just a matter of individual contracts. It’s a sign that the company needs a thoughtfully designed employment model: one that’s legally sound, operationally consistent, and aligned with its growth rate.
It’s not enough to simply have a policy on paper. We help companies organize their guidelines, roles, communication, and procedures for responding to reports of workplace bullying, discrimination, and inappropriate behavior.
We help companies organize their regulations, procedures, policies, and employee document templates so that they support the day-to-day work of HR, managers, and executive management—without excessive red tape and without having to rely on memory.
We design ESOPs and long-term incentive programs that combine business objectives, clear participation rules, and a sound legal framework. This ensures that the program is attractive to employees, feasible for the company, and ready to operate even in the event of promotions, departures, investment rounds, or structural changes.
WHO IS THIS PRODUCT FOR?
Labor law applies to every company that employs people, but it is most important during times of change.
Whether you’re scaling your team, implementing new work models, or entering new markets, we’ll help you establish stable guidelines for collaboration that will allow you to grow your business without the risk of disputes or organizational chaos.
When you need systematic solutions rather than just putting out individual fires. We’ll develop clear procedures for you and provide expert support to take the pressure off you when it comes to day-to-day HR decisions.
When you want to streamline your employment structure and intellectual property ahead of a funding round. We’ll ensure you’re ready for due diligence and that HR issues won’t delay the transaction.
WHAT ELSE BESIDES DOCUMENTS
A well-organized labor law system means a lower risk of disputes and greater predictability in personnel decisions.
A model of cooperation that is immune to challenge.
Certainty regarding the rights to the solutions developed.
Documentation and processes that meet due diligence expectations.
Clear procedures and a division of responsibilities.
Personnel decisions are made thoughtfully and cautiously.
FROM PROBLEM TO SOLUTION
Personnel changes require planning and risk management.
We analyze the employment structure and documentation.
We recommend an operating model and update the documents.
We prepare documents and support management and HR in communicating changes.
We respond to changes in regulations and disputes.
CASE STUDIES, ARTICLES, NEWS
Selected examples of projects in which we have supported companies with legal matters—ranging from regulatory and compliance advice to technology projects, transactions, and day-to-day business support.
Dla przedsiębiorcy
Do you want to open a company in Poland as a foreigner? With our guidance and support there...
it-ai
Artificial Intelligence (English: Artificial Intelligence, "AI") is an extremely broad topic. It is increasingly being widely discussed in...
Dla przedsiębiorcy
When deciding to hire a foreigner, it is worth bearing in mind the obligations of the employer that...
YOU OFTEN ASK US ABOUT THIS
Labor law is subject to frequent changes, which is why many questions concern the up-to-date status of documentation and the soundness of HR decisions.
While this isn’t always required, in practice, well-organized rules and policies significantly reduce the risk of disputes and make it easier to manage a team.
Whenever regulations or the company’s operating model change. Labor law is subject to frequent changes, which is why regular reviews are essential.
Yes. Organizational changes, staff reductions, or workplace transfers require a well-planned process that complies with the law.
Yes, but this requires a thorough analysis and proper documentation to avoid the risk of claims or challenges regarding the form of employment.
The most important things are keeping documentation organized, ensuring that procedures comply with regulations, and clearly defining responsibilities within the organization.
