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Leaders Forum

SÉRVULO IN THE PRESS 15 Nov 2019 in Jornal Económico

In an interview with Jornal Económico, SÉRVULO’s Managing Partner, Paulo Câmara, speaks about his expectations for 2020 and how the law firm is addressing the challenge of attracting and retaining talent.

What are his expectations for 2020?

To a backdrop of economic slowdown and the new geopolitical framework resulting from Brexit, next year will see the start of a new Portuguese and European legislative cycle. At the domestic level, legislative revisions are expected in the areas of listed company shareholder rights, pension funds, prospectuses, preventive restructuring, and debt relief – all of which involve transpositions of European law. Changes will probably also be made to the corporate arbitration scheme. The new telecommunications regulation on minimum contract length and emergency services issues may be approved and there may be legislative intervention in the "right to disconnect" labour law.

The year will mark the beginning of the changes to the Code of Civil Procedure, the new framework for foundations and investment funds and the regulation of the additional social contribution triggered by excessive employee churn, which will penalise fixed-term employment contracts. In the European Union, we will see such changes as a new European Commission and a new President of the ECB. In this context, the adoption of the EU-wide Multiannual Financial Framework 2021-2027 and the necessary adjustments for the domestic implementation of InvestEU – as well as other related legal instruments – will certainly be of great importance. Finally, the impact that the encrypted Libra could have on the global financial system should not be overlooked.

How is your law firm addressing the challenge of attracting and retaining talent?

SÉRVULO adheres fully to the August 2019 Business Roundtable statement, in that one of our essential purposes is the investment we make in our human resources. We seek to ensure every person who works in the law firm (lawyers and non-lawyers) feels valued, motivated, and aware of the importance of their role. SÉRVULO goes above and beyond the normal elements of this approach - structuring a career plan, applying a fair and merit-based remuneration policy, and implementing a continuing education plan – by investing in proximity governance, namely by including associates in the firm's management teams.

Furthermore, I also support a proper work-life balance and parenting. In this regard, the awarding of SÉRVULO’s productivity bonus is not affected by the taking of maternity and paternity leave.

Lastly, SÉRVULO works hard to implement our diversity policy and we subscribe to the IGen Charter for Diversity and the Commitment to Gender Diversity.

This news item was mentioned in the print version of Jornal Económico.

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Paulo Câmara