Employment lawyer for executives and senior executives at key moments in their careers

Legal and HR partner for SMEs

As an employment lawyer in Aix-en-Provence and Paris, I advise executives and senior executives at key moments in their careers: career development, compensation, management packages, workplace disputes and departure negotiations.

I also advise SMEs on their legal and HR matters, in French and English, working with both French and international clients.

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Eve Domaniewicz, Attorney-at-law

Guillemets

Dual legal and HR experience

As an employment lawyer registered with the Aix-en-Provence Bar and holding an MBA in Human Resources Management from ESSEC Business School, I held senior legal and HR positions before founding my own firm.

My in-house experience enables me to look beyond the purely legal aspects of a situation and take into account its human, financial and professional implications.

A legal, strategic and operational approach, grounded in practical business experience.

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Two complementary areas of expertise

Advice and strategy for executives & senior executives

Career development, compensation, management packages, workplace disputes or the prospect of leaving a company: certain moments in your career require a careful assessment of the legal, financial and professional implications.

I advise you to assess your situation, identify your rights and negotiating leverage, and define the strategy best suited to your objectives.

Where a departure is being considered, my support covers in particular the terms of departure, severance payments, bonuses, BSPCEs, stock options, free share awards, non-compete clauses and preparation for what comes next.

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Legal & HR partner for SMEs

I work alongside SMEs and their business leaders to provide practical solutions to their employment law, human resources and employee relations matters.

HR advice, social dialogue, individual and collective employment matters, risk prevention or outsourced legal counsel: support can be provided on a one-off or ongoing basis, depending on the company’s needs.

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Support tailored to your needs

Departure negotiations

Preparing and securing the terms of your departure

Mutual termination agreement (rupture conventionnelle), dismissal or negotiated departure: I assess your situation, quantify the different scenarios and advise you on defining your strategy and negotiating the terms of your departure.

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Start-ups & growing companies

Structuring your organisation as your business grows

First hires, HR structuring, team development or social dialogue: I advise your company on the legal and HR matters that arise as your business grows.

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Legal & HR advice for businesses

Securing your day-to-day decisions

Employment law, HR organisation, employee relations or sensitive situations: I provide SMEs with practical legal and HR expertise, either on a one-off or ongoing basis.

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CSE & employee relations

Securing social dialogue

Employee representative elections, operation of the Social and Economic Committee (CSE), consultation procedures or collective bargaining: I advise companies on their obligations and relations with employee representatives.

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My 5-step approach to securing your departure negotiations

1

Assess & quantify

Analyse your situation and rights, and determine a clear negotiating baseline.

2

Define the strategy

Identify negotiating leverage and build a strategy tailored to your objectives.

3

Negotiate & secure

Conduct the negotiations and secure the legal and financial terms of your departure.

4

Address equity

Take into account issues relating to management packages, BSPCEs, stock options and free share awards, with support from specialist lawyers where necessary.

5

Prepare for what comes next

Anticipate the next stage of your career and, where appropriate, facilitate introductions to recognised outplacement firms.

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FAQ

Your questions about departure negotiations, employment law and HR support

Executives & senior executives

I advise executives and senior executives at key moments in their careers, including changes in responsibilities, compensation, management packages, workplace disputes, mutual termination agreements (rupture conventionnelle), dismissals and departure negotiations.
The objective is to assess the legal, financial and professional implications of the situation in order to define the strategy best suited to their objectives.

A change in responsibilities, scope of duties, compensation or working conditions may have significant consequences.
It is advisable to seek legal advice before accepting or rejecting a proposal in order to understand its legal implications and identify any elements that may be open to negotiation.

It is advisable to seek legal advice as soon as a situation is likely to have a lasting impact on the employment relationship, such as being sidelined, a change in responsibilities, a disagreement over compensation, disciplinary proceedings or a deteriorating relationship with your employer.
Seeking advice early makes it possible to assess the situation and determine the most appropriate strategy.

Ideally, before entering into discussions with your employer or accepting an offer.
Preparing in advance makes it possible to assess your rights, quantify the different scenarios and identify your negotiating leverage before determining the terms on which a departure may be considered.

Negotiations may cover the departure date, notice period, variable compensation, bonuses, non-compete clauses, certain benefits and preparation for what comes next.
For executives and senior executives concerned, the impact of the departure on their management package or other equity-related interests should also be taken into account in the negotiations.

The consequences depend on the specific arrangement and the documents governing it.
The conditions governing vesting, exercise and retention, as well as any Good Leaver or Bad Leaver provisions, should be reviewed before the terms of departure are finalised.

Companies & SMEs

Outsourcing enables an SME to access legal and HR expertise tailored to its needs without necessarily bringing all these capabilities in-house.
Support may address a specific issue, help structure the company’s practices or form part of an ongoing relationship.

I advise in particular on individual and collective employment matters, HR practices, sensitive workplace situations, social dialogue and relations with the Social and Economic Committee (CSE), reorganisations, risk prevention, as well as matters requiring outsourced legal counsel.

I primarily advise SMEs, start-ups and growing companies, whether French or international, facing employment law, HR or employee relations matters in France.

Yes. Support may address a specific need or be provided on an ongoing basis.
Depending on the company’s organisation, I work directly with management or alongside HR managers, HR directors and internal teams.

Office locations & how the firm works

The firm advises clients in Aix-en-Provence and Paris.
Appointments can be arranged in person or remotely, depending on the client’s situation and needs.

Yes. I advise clients in both French and English, working with French and international clients, including international executives and senior executives, as well as companies with employees or business operations in France.

Contact domaniewicz avocat

42 Avenue Victor Hugo
13100 Aix-en-Provence

9 Rue Treilhard
75008 Paris

+33 6 23 61 20 01 

contact@domaniewicz-avocat.com