What is included
- Review of the sanction letter or the notice of change
- Conciliation request and claim within the deadline
- Fundamental rights protection proceedings where appropriate
Challenging a sanction or a change of conditions
First consultation, viability study and quote:
Free until 5 January 2027
Tell us about your case
Challenges to disciplinary sanctions, substantial changes to working conditions, relocations and fundamental rights protection proceedings.
In short
Disciplinary sanctions, changes and workplace harassment: challenges to disciplinary sanctions, substantial changes to working conditions, relocations and fundamental rights protection proceedings. We handle it ourselves from start to finish, with professionals from our network, with a written quote before we start and your case visible in your client area. We ask for the letter, the contract, the collective agreement and the evidence of what happened.
First consultation, viability study and quote:
Free until 5 January 2027
Tell us about your case
The service at a glance
WHAT IS INCLUDED AND WHAT IS NOT PROMISED
A sanction not challenged in time becomes final and counts as a precedent for the next disciplinary file. The same happens with a change of conditions accepted without reservation: disputing it later is very hard.
What it includes: review of the sanction letter or the notice of change; conciliation request and claim within the deadline; fundamental rights protection proceedings where appropriate. What it does not include: it does not include outsourced management of the company's harassment protocol, which is a separate service for employers.
DOCUMENTS YOU WILL NEED
Sanction letter or notice of the change.
Contract, payslips and applicable collective agreement.
Emails, messages or witnesses evidencing the facts.
INDICATIVE TIMING
We answer your enquiry within 1 working day and send the written quote within 2 working days.
Once your documents are complete, we prepare the file between 2 and 5 working days.
To challenge a sanction or a substantial change to working conditions there are 20 working days (strict deadline); hearings are usually scheduled within months, and fundamental rights proceedings are urgent and take priority.
See the pricing page for how we charge this kind of matter.
How it works
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MERITS AND DEADLINES
We review the sanction letter, the notice of change or the harassment facts and tell you which action is available and with what deadline.
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PROFESSIONAL AND QUOTE
We ask for the letter, the contract, the collective agreement and the evidence of what happened. Employment lawyer assigned; price in writing.
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PLEADINGS AND EVIDENCE
We file the conciliation request and the claim on time, or directly the fundamental rights claim where it applies.
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HEARING AND JUDGMENT
We accompany you to the trial and explain the judgment and what it means for your job.
What to have at hand
- Sanction letter or notice of the change
- Contract, payslips and applicable collective agreement
- Emails, messages or witnesses evidencing the facts
Frequently asked questions
HOW LONG DO I HAVE?
Deadlines are short and differ by act. Write with the date and we check today.
THEY CHANGED MY SHIFT AND MY WORKPLACE.
That can be a substantial change and a relocation, each with its own route. We look at the notice.
I AM BEING HARASSED.
There are priority protection proceedings. We stay with you and protect the evidence from day one.
RELATED SERVICES
People who come for “Disciplinary sanctions, changes and workplace harassment” often need one of these Court proceedings procedures too. If your case mixes several, it goes in a single file with a single quote.
YOUR CASE
Tell us about the matter, the jurisdiction and any date or summons received.
REQUEST A QUOTE
Tell us about your case and which documents you already have. We tell you what fits, what is missing and what it costs.