The new 2025 WTW – ABV Group – RHM HR Barometer highlights three major ambitions for companies: revenue growth, improved competitiveness and improved profitability (Question 2, p.5). In the tech sector, where innovation and speed of execution are paramount, these objectives remain critical.

Yet many decision-makers overlook a decisive factor: a robust employment strategy, fully integrated into their business strategy. Here is why it is essential to achieving all three pillars of performance.

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1. Growth: focusing on human support

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HR transformation in the service of development

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The Barometer reveals that 84% of HR Directors want to support business transformation (Question 3, p.6). This requires an agile organisation, clear career pathways and continuous skills development.

My legal watchpoint:

Implement compliant HR policies (contracts, remote working, AI) and anticipate legislative developments (the AI Act, pay transparency) as well as your company's digital transformation. Remember that an employment lawyer is not there to fight fires — they are your strategic partner in building your business and employment strategy.

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Recruiting and retaining talent

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To sustain rapid growth, companies must be able to recruit specialist profiles effectively while retaining existing employees. According to the Barometer, 92% of HR Directors consider engagement and retention to be a major challenge (Question 10, p.13).

My advice:

Deploy collective agreements and internal policies, alongside a clear management culture, to provide a motivating and attractive working environment while legally securing your practices (day-based working arrangements, mobility clauses, remote working, annual leave policy, etc.).

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2. Competitiveness: activating the social innovation lever

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Integrating AI and empowering teams

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Nearly 52% of companies admit to being behind on AI (Question 6, p.9). Yet AI represents a powerful lever for optimising processes such as recruitment, performance assessment and training.

My warning:

Without proper support, manager training or an appropriate framework, AI can generate discrimination, conflicts and significant risk for your company. It is now essential to understand and master the regulatory framework governing AI — which is evolving rapidly — in order to harness its potential without exposing your business to unnecessary risk.

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Deploying CSR as a competitive advantage

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Transparency requirements (EU directive) and CSRD obligations are gaining momentum (Question 14, p.17). Competitiveness now encompasses non-financial compliance and employer brand — covering quality of working life, inclusivity and environmental responsibility.

My advice:

A coherent CSR strategy strengthens your company's image and facilitates talent attraction. Investing in diversity and quality of working life drives innovation and reduces staff turnover. A well-designed CSR strategy is best built in close collaboration with your employee representatives and your usual legal counsel, to optimise your approach and fulfil your obligations in this area.

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3. Profitability: reducing hidden costs through robust HR policy

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Managing absenteeism and employment risks

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Absenteeism is costly — as are compliance failures (employment tribunal proceedings, administrative sanctions). Investing in prevention, early legal advice, employee listening mechanisms (Question 19, p.22) and manager training all contribute to protecting profitability.

My view:

Sound employee relations, underpinned by well-negotiated collective agreements and internal policies, reduce conflict and strengthen the social climate within the company.

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Aligning remuneration with performance

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The Barometer indicates that pay equity is the number one priority in remuneration policy (60%, Question 11, p.14). Pay transparency is also becoming a regulatory imperative.

My advice:

Implementing clear classification structures and a coherent remuneration system, while anticipating the new regulatory framework (pay transparency directive, gender pay gap reporting), is essential. A well-structured employment environment supports collective performance and reduces the risk of litigation.

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Conclusion: employment strategy as a driver of overall success

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Growth, competitiveness, profitability — none of these can be sustained without a solid employment foundation. Today, tech companies need a tailored HR and legal strategy to:

• Attract and retain key talent
• Anticipate change (AI, remote working, regulatory developments)
• Ensure the compliance that is essential to maintaining productivity

By combining these dimensions, you will give your company the means to stand out in its market while strengthening team engagement. In short, your employment lawyer should not be your firefighter — they should be your strategic partner, helping you build a comprehensive strategy in which employment policy is fully integrated as a driver of growth.

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Need to go further?

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As an employment lawyer, I support tech and innovative companies in the strategic management of their human resources, helping to make employment law a springboard for your success. Do not hesitate to get in touch to discuss your situation or your projects.

Reference: WTW, ABV Group and RH&M Group HR Barometer – 10th edition – 2025.