Businesses look to harness the potential of digital, worforce and societal transformation

The world of work and pensions is evolving rapidly as digitalisation, the changing dynamics of living and working, and societal changes shape business. The pandemic has further accelerated these changes – and has required many to redouble efforts to ensure workforce arrangements are fit for the future and to harness the potential this transformation offers.

Businesses need well-informed, decisive and up-to-the-minute know-how on employment and pensions law and practice in a global environment in which economic and regulatory conditions can alter rapidly – a reality highlighted by the almost complete change in working practices at the start of the pandemic. 


Resilience despite uncertainty
Furloughs, reduced income, unemployment and volatile economic and market conditions dented both employer and employee confidence, income and pension plans. However, the pandemic showed the resilience of many as they adapted for an uncertain future and new working and financial arrangements.

Covid-19 has also focused attention on the mental health and wellbeing of workforces and their prominence in environmental, social and governance, or ESG, business agendas emphasises the importance of meeting the needs of diversity and inclusion, updating employment, pensions and benefit policies, and setting out health and wellbeing positions in a compelling and attractive way.

The pandemic has accelerated the adoption of more agile approaches to work, benefits, pensions and well-being. Technology has democratised how workforces can respond to changing conditions and opportunities, as they increasingly require their work, benefits and savings to reflect new societal trends.


Commercial advantage
Achieving the best outcomes for your business and for your workforce in a challenging recruitment market requires clear, practical  and well-informed advice to give you legal certainty and a commercial advantage on employment issues whether immigration, pensions or other employee benefits. 

Osborne Clarke's international teams advise extensively on employment and pensions across multiple jurisdictions, whether on reorganisations, TUPE, disputes, or reputational and risk management. Our pensions specialists have helped many employers adapt their arrangements to manage changing needs and past liabilities. Our work crosses borders and jurisdictions, but our clients can rely on receiving expert, practical advice locally which is always looking to the future of work.

Technology has democratised how workforces can respond to changing conditions and opportunities, as they increasingly require their work, benefits and savings to reflect new societal trends."

 

Experience

Nomura

Advised on the employment aspects of its takeover of the European arm of Lehman Brothers. The deal was completed within three days, with 2,500 employees transferring to Nomura.

Tech Mahindra

Advised this significant Indian client on multiple outsourcing transaction in over 20 jurisdictions.

Zulily

Advised on their European expansion including employment and executive compensation advice.

Lastline

Advised on various aspects of their expansion into UK and Italian markets, particularly providing executive compensation and employment advice.

Calix

Advised on the employment and tax implications of its European operations in multiple jurisdictions, including the UK, France, the Netherlands, Italy, Austria, Poland and Germany.