{"id":42222,"date":"2026-03-14T12:41:19","date_gmt":"2026-03-14T11:41:19","guid":{"rendered":"https:\/\/www.arqis.com\/?post_type=fokusgruppen&p=42222"},"modified":"2026-03-24T09:13:38","modified_gmt":"2026-03-24T08:13:38","slug":"hr-law","status":"publish","type":"fokusgruppen","link":"https:\/\/www.arqis.com\/en\/fokusgruppen\/hr-law\/","title":{"rendered":"HR.Law"},"content":{"rendered":"
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\n \n Enabling<\/span><\/span>\n change through <\/span>\n \n creating the legal framework for <\/span>\n \n complex work.<\/span><\/span>\n <\/span>\n <\/div>\n <\/div>\n
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HR.Law<\/h3>\n
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Employment law has become a board-level issue: transformation, talent shortages, co-determination, pay pressure, compliance and technology \u2013 alongside rising dispute, liability and reputational exposure. In this environment, the \u201cexpected\u201d is rarely enough.<\/p>\n

With HR.Law, we advise companies and their governance bodies across the full employee lifecycle \u2013 from workforce transformation and restructuring to co-determination, pay governance and HR operating models, and from HR tech and employee data to investigations and disputes.<\/p>\n

Our focus is practical execution: solutions that keep organisations operational, defensible and fast \u2013 aligned with business objectives and resilient under scrutiny.<\/p>\n <\/div>\n <\/div>\n <\/div>\n\n

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HR.Law<\/a><\/div>\n
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What we mean by HR.Law<\/h2>\n <\/div>\n <\/div>\n
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HR.Law is our response to the realities of modern organisations: people decisions are rarely \u201cjust legal\u201d. They are strategic, economic and reputational.<\/p>\n

We approach employment law from the company\u2019s perspective: what needs to change, which stakeholders must be aligned, and how risk arises across governance, co-determination, technology and disputes. From this, we develop operating models that support growth and transformation \u2013 and remain robust in crises, investigations and litigation.<\/p>\n

Important: In Board Matters & Corporate Employment and in contentious situations, we act exclusively for companies and their boards (no representation of individuals).<\/p>\n <\/div>\n <\/div>\n <\/div>\n <\/section>\n<\/div>\n\n

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Our focus areas<\/h2>\n <\/div>\n \n \n
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Workforce Transformation & Restructuring<\/h3>\n \n \n \n <\/svg>\n <\/span>\n <\/div>\n\n

We make change executable and legally robust: reorganisations, workforce reductions, operational changes and site measures \u2013 with a clear co-determination and negotiation strategy.<\/p>\n<\/div>\n \n \n Read here <\/span>\n <\/div>\n\n <\/a>\n\n \n

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Labour Law & Collective Relations<\/h3>\n <\/div>\n\n

Co-determination is a governance and execution topic. We advise on works council matters, collective bargaining, conciliation boards and works agreements \u2013 pragmatic and negotiation-led.<\/p>\n<\/div>\n \n <\/div>\n\n <\/div>\n\n \n \n\n \n

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Compensation, Benefits & Pay Governance<\/h3>\n \n \n \n <\/svg>\n <\/span>\n <\/div>\n\n

Pay needs to work \u2013 and withstand scrutiny. We design remuneration structures, incentives, equal pay and pay transparency solutions, including governance and implementation (corporate-side).<\/p>\n<\/div>\n \n \n Read here <\/span>\n <\/div>\n\n <\/a>\n\n \n

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HR Strategy & Governance (Corporate HR)<\/h3>\n <\/div>\n\n

We structure HR governance: roles, policies, compliance frameworks and processes \u2013 enabling faster, more defensible HR decision-making and audit-ready documentation.<\/p>\n<\/div>\n \n <\/div>\n\n <\/div>\n\n \n \n\n \n

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HR Tech, Workplace Data & HR-AI<\/h3>\n \n \n \n <\/svg>\n <\/span>\n <\/div>\n\n

Where people work, data is generated \u2013 and increasingly used for automated decisions. We advise on employee data protection, HR analytics, recruitment AI and workplace tools, including digital ethics and human oversight.<\/p>\n<\/div>\n \n \n Read here <\/span>\n <\/div>\n\n <\/a>\n\n \n \n\n \n

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Litigation & Employment Disputes (Corporate Side)<\/h3>\n \n \n \n <\/svg>\n <\/span>\n <\/div>\n\n

When matters become contentious, strategy matters. We represent companies in employment disputes \u2013 risk-led, process-strong and mindful of organisational and reputational impact.<\/p>\n<\/div>\n \n \n Read here <\/span>\n <\/div>\n\n <\/a>\n\n \n

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Transactional HR (M&A \/ Carve-outs \/ PMI)<\/h3>\n <\/div>\n\n

In deals, HR often determines speed and risk. We advise on HR due diligence, carve-outs, post-merger integration and buy-and-build workstreams \u2013 efficient and deal-ready.<\/p>\n<\/div>\n \n <\/div>\n\n <\/div>\n\n \n \n\n \n

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Pensions & Workforce Liabilities<\/h3>\n \n \n \n <\/svg>\n <\/span>\n <\/div>\n\n

Long-term obligations must remain manageable. We advise on occupational pensions, de-risking, restructuring of pension schemes and workforce liabilities.<\/p>\n<\/div>\n \n \n Read here <\/span>\n <\/div>\n\n <\/a>\n\n \n

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Internal Investigations, Whistleblowing & Misconduct (Corporate Side)<\/h3>\n <\/div>\n\n

When allegations arise, speed and governance are critical. We support investigations, whistleblowing procedures and follow-up measures, coordinating interfaces with data protection, IT and regulators where required.<\/p>\n<\/div>\n \n <\/div>\n\n <\/div>\n\n \n \n\n \n

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Board Matters & Corporate Employment (Management Board \/ Supervisory Board \u2013 Corporate Side)<\/h3>\n \n \n \n <\/svg>\n <\/span>\n <\/div>\n\n

Management board and supervisory board matters exclusively on the company side: service agreements, remuneration frameworks, termination scenarios and governance\/process security \u2013 no representation of individuals.<\/p>\n<\/div>\n \n \n Read here <\/span>\n <\/div>\n\n <\/a>\n\n \n <\/div>\n \n <\/div>\n <\/section>\n<\/div>\n\n\n

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Selected scenarios & use cases<\/h2>\n