You’ve made the decision to close a department. Strategically, it’s sound. But you’re operating in a jurisdiction where even lawful layoffs can trigger lawsuits, union complaints, and reputational backlash. One wrong phrase, one rushed notice, and you’re not restructuring—you’re firefighting.
This case study is especially relevant if you are:
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A COO or HR lead managing downsizing in Latin America or similar jurisdictions
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A board member responsible for reputational risk during workforce changes
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An in-house counsel seeking support for lawful but sensitive employee exits
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A founder navigating headcount reduction in a labor-protective country
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A stakeholder who wants to restructure without starting a public or legal battle
The risk wasn’t the closure—it was the perception of how it would be handled.
This case study shows how Pholus helped a multinational client wind down an underperforming department in a country where labor disputes are the norm. Working alongside legal counsel, we sequenced the exit, drafted legally defensible employee communications, aligned internal messaging, and avoided the traps that trigger claims. The result: no lawsuits, no PR fallout, and no damage to internal morale.
If your next move requires both precision and restraint, this case study may help you make it cleanly.
Download it now and read it quietly. You’ll know if it applies.
