You reported misconduct abroad. The parent company is in Switzerland.
We represent executives and whistleblowers worldwide in complex retaliation, termination and compliance matters involving Swiss-headquartered multinational companies.
Zurich-based. Meetings by secure video or in person. English, German, French, Italian and Hungarian.
A local dismissal can reveal a group-level crisis.
You may have worked for a subsidiary in Asia, the Middle East, Europe, Africa or Latin America. Your employment contract may be governed by local law. But the decisions, reporting lines, compliance systems and reputational consequences may lead back to the Swiss parent company.
The case may become more serious where the Swiss parent is listed in the United States, files reports with the U.S. Securities and Exchange Commission, or faces questions concerning books and records, internal controls, public disclosures or interference with whistleblower reporting.
Our role is to turn a complicated factual account into a disciplined, evidence-based case and bring it to the decision-makers in Switzerland.
Where employment, investigations and corporate compliance meet.
Procurement & kickbacks
Preferential vendor allocation, inflated invoices, concealed conflicts of interest, tooling or inventory discrepancies and irregular payment structures.
Accounting & internal controls
Workday or payroll anomalies, manual processes outside corporate systems, inaccurate records, weak segregation of duties and unexplained approval trails.
Retaliation & termination
Exclusion after internal reporting, weaponised investigations, abrupt dismissal, forced separation agreements and reputational damage.
Internal investigations
SpeakUp reports, witness credibility, preservation of Slack, email and HR records, interview strategy and independent review outside the affected region.
Executive mobility pressure
Work permits, residence status, passports, relocation clawbacks, non-competes and severe time pressure during an overseas separation.
U.S. regulatory nexus
Potential securities-law implications involving a U.S.-listed or SEC-reporting Swiss parent, assessed together with specialised U.S. counsel where required.
Credibility first. Escalation only when supported.
We do not turn every workplace conflict into a regulatory accusation. We identify what can be proven, what can be tested from company records and what still requires corroboration.
We separate personal observations, documents, witness information and inference. We build a chronology, evidence index and allegation-to-proof matrix.
We address the appropriate group-level legal, compliance or governance function and request preservation, independent review and a defined process.
We address separation records, references, non-disparagement, contractual claims and reputational consequences while coordinating local employment counsel.
Where the facts create a credible U.S. securities-law nexus, we coordinate the assessment and any potential SEC process with qualified U.S. counsel.
Senior people with first-hand access.
- Executives and country or regional leaders
- Finance, HR, compliance and internal-audit professionals
- Procurement, sourcing and supply-chain leaders
- Engineers and operations specialists with technical evidence
- Former employees facing retaliation or reputational harm
- Foreign nationals working outside their home country
Specific facts that can be tested.
- A meaningful connection to a Swiss parent company
- Contemporaneous Slack, email, HR, accounting or system records
- Identifiable witnesses or auditable corporate records
- A clear internal-reporting and retaliation chronology
- A possible group-level governance or disclosure issue
- Evidence obtained and preserved lawfully
Cross-border claims against Swiss multinationals
Do I need to live or work in Switzerland?
No. We assess matters involving executives and whistleblowers working worldwide where there is a meaningful Swiss-headquarters connection. Local employment, immigration and criminal-law questions are handled together with counsel in the relevant jurisdiction.
Does the Swiss parent need to be my direct employer?
Not necessarily. The legal significance of the parent company depends on the group structure, the people involved, the location of decision-making, internal reporting lines, corporate systems and the relief sought. A foreign subsidiary’s employment relationship does not automatically create a claim against the Swiss parent.
Does a U.S. listing automatically make this an SEC matter?
No. A listing or SEC-reporting status is only the beginning of the analysis. The information must concern a possible violation of U.S. federal securities law, such as materially inaccurate records, deficient internal accounting controls, misleading disclosures or interference with protected reporting. We coordinate U.S. regulatory advice with qualified U.S. counsel.
Can a whistleblower outside the United States qualify?
Foreign residence or nationality does not by itself prevent participation in the SEC whistleblower framework. Eligibility depends on the facts, the U.S. securities-law nexus, the originality and usefulness of the information, and strict procedural requirements.
Can information be submitted anonymously?
Under the SEC whistleblower process, an anonymous submission for award eligibility must be made through an attorney. Whether anonymity is realistic or strategically advisable must be assessed individually with specialised U.S. counsel.
What if I signed a confidentiality or separation agreement?
The agreement must be reviewed under all relevant laws. Contractual confidentiality, privilege, trade-secret, data-protection and regulatory-reporting rules may point in different directions. Do not assume that a clause is either fully enforceable or irrelevant.
Will you threaten the company with the SEC to obtain a settlement?
No. Personal employment claims and regulatory reporting must be handled lawfully and with professional discipline. We preserve the client’s rights, identify genuine regulatory issues and avoid presenting unverified allegations as established fact.
How does the engagement begin?
After a conflict check, we arrange a confidential strategy conference and review the essential chronology and documents. A substantive cross-border assessment is undertaken on a fixed-fee or advance-retainer basis. We then define the Swiss, local and U.S. workstreams.
Your first message should be brief.
Please identify the company, the country of employment, your former or current position, the date of termination or threatened action, and the general category of misconduct reported. Do not send highly sensitive documents before a conflict check and secure-transfer arrangements.