Employment & Global Mobility
Each OHADA state keeps its own Labour Code. We advise employers and groups on day-to-day workforce management, reorganisations and the mobility of their people — in the format your headquarters expects.
What we do for you
Contracts and HR policies
Employment contracts, internal regulations, company agreements, non-compete and confidentiality clauses.
Reorganisations and terminations
Economic dismissals, social plans, negotiations with employee representatives and the labour inspectorate.
Global mobility
Work permits, residence cards, secondments and expatriation, social-security registration (CNPS, IPRES and others).
Employment disputes
Representation before the labour courts, settlements, mediation.
How an engagement unfolds
- QualificationYou describe your matter through our form; a partner calls you back within 24 hours.
- Engagement letterScope, deliverables, timing and fees are agreed in writing before work begins.
- ExecutionAn integrated legal, tax and regulatory team, led by a partner who remains your single point of contact.
- MonitoringTailored alerts on the texts that affect your matter, through the regulatory library.
Other practice areas
Frequently asked questions
What is the maximum duration of a fixed-term contract in Côte d'Ivoire?
The 2015 Labour Code limits fixed-term contracts with a definite term to two years, renewals included (indicative — to be confirmed for each situation).
Can a foreign employee work without a permit?
No. A non-national's employment contract must be endorsed by the competent administration and the employee must hold a valid residence permit.
A matter in employment?
Describe your matter in two minutes. A partner — not an intake team — responds within 24 hours.