Make employment decisions with the legal record in order.
Preventive legal support for employers making sensitive decisions about people, workplace rules, disciplinary processes and termination in Costa Rica.
Scope and fees are confirmed in writing after intake
35+ years in Costa Rica
Bilingual · English / Spanish
Former Legal Director · RECOPE (Costa Rica's state-owned fuel company)
A rushed personnel decision can become a costly dispute.
Employment matters turn on facts, documents, timing and procedure. Reviewing the record before a decision is communicated can help management understand its options, identify missing evidence and plan a defensible process without assuming that any outcome is guaranteed.
Support for the decisions employers face in real operations.
Hiring and employment terms
01Review employment terms, role changes, workplace policies and documentation relevant to the relationship.
Disciplinary process
02Assess the facts, supporting evidence, notices and procedural steps before taking disciplinary action.
Termination review
03Review the record, timing, documentation and legal considerations before communicating a termination decision.
Dispute prevention and response
04Identify exposure, organize the file and define next steps when a complaint, inspection or employment dispute arises.
A documented basis for the next decision.
- 01
A scoped review of the facts and available employment records.
- 02
A list of material gaps, risks and documents to obtain.
- 03
A written recommendation on the available next steps.
- 04
A clear distinction between routine advice and work requiring a separate scope.
For employers that want to address risk before it escalates.
Growing companies
Businesses without a full internal employment-law function.
HR and management teams
Teams preparing sensitive personnel decisions or revising workplace procedures.
Foreign-owned companies
Employers that need clear local guidance and English-language reporting.
Review the record before choosing the action.
- 01
Describe the decision, relevant dates and any active deadlines without sending confidential documents in the first contact.
- 02
Agree in writing on the review scope, documents and timing.
- 03
Assess the facts, records, procedural position and available options.
- 04
Receive recommendations and next steps; ongoing needs can move to an outside-counsel arrangement.
Can you review a termination before it is communicated?
Yes. Timing matters, so employers should seek advice before communicating or implementing a decision when possible.
Does the review guarantee there will be no claim?
No. A review can identify and help manage risk, but it cannot eliminate the possibility of a claim or replace a full assessment of all relevant facts.
Can employment support be part of a monthly retainer?
Yes. Employers with recurring needs can agree on an outside-counsel scope, availability and monthly fee in writing.
Review the employment risk before acting.
Describe the situation in general terms, the stage of the process and any relevant deadline. Do not send sensitive personal data or confidential documents in the first contact.
A written scope and fee proposal follows the initial review
Send a message