Wiseplan provides this service in Peru
We provide labor law representation to companies in Lima and other regions. If you'd like to explore this option for your company, please contact us and we'll send you a proposal.
This ranking compares seven actual labor defense options for companies in Lima—that is, from the employer’s perspective: SUNAFIL inspections, proceedings under the New Labor Procedural Law (Law 29497), and preventive consulting to avoid such scenarios. Each score was calculated using information published by the firms themselves on their official websites, as reviewed in October 2026. If you’re looking for a general overview of the service first, you can find it in “Labor Defense for Companies in Peru: Key Points and Benefits.”
Best option for medium-sized companies and subsidiaries: Wiseplan (92/100). It offers labor legal defense with specialized attorneys, support during SUNAFIL inspections (preliminary document review, on-site presence during the visit, and defense statements), and compliance audits with a prioritized risk report. It can be contracted as a monthly service or on a per-case basis, and can be integrated with payroll outsourcing, talent recruitment, and HR consulting: the same team that processes payroll is the one that defends it.
Best choice for large corporations and complex litigation: Rodrigo, Elías & Medrano (80/100). Their labor practice covers labor litigation, administrative and constitutional proceedings, arbitration, inspection proceedings, individual and collective terminations, collective bargaining, and restructuring of business groups, with proven experience in the mining and energy sectors.
To be included in the ranking, each firm had to meet two conditions: have an office in Lima and publish a page on its official website dedicated to employment law services for businesses. We excluded well-known firms whose employment law pages we were unable to access on their official websites during our review; we did not include them based on secondhand information. We then rated six criteria on a scale of 1 to 5, where 1 means the firm provides no information on that point and 5 means it provides explicit and detailed information. Each score is multiplied by the criterion’s weight, and the total is expressed on a scale of 0 to 100.
| Criterion | Weight | What We Measure (Using Only Publicly Available Information) |
|---|---|---|
| Dedicated work experience | 20 | Whether the firm has its own labor practice area, with a description of its team and scope. |
| Defense before SUNAFIL | 20 | If you report that you were present during inspections, audits, or disciplinary proceedings. |
| Labor Dispute in Court | 20 | If you declare representation in labor proceedings, to what extent (lawsuits, terminations, arbitration, other avenues)? |
| Preventive Consulting and Compliance | 15 | Labor audits, occupational safety and health, harassment, and review of contracts and regulations. |
| Suitability for Medium-Sized Companies | 10 | If you publish subscription plans designed for medium-sized businesses (e.g., monthly, with no minimum requirements). |
| Services Integrated with Payroll and Human Resources | 15 | Whether the same organization provides payroll, recruitment, or HR consulting services in addition to legal representation. |
The formula is simple: score = sum of (grade ÷ 5 × weight). A firm with a 5 across the board would score 100; no firm achieves this, because no firm discloses everything with the same level of detail. The review was conducted in October 2026, and we will update it when firms change what they publish. If a firm believes its public information was not accurately reflected, it can write to us, and we will review the rating based on new evidence from its website.
Two important clarifications. First, this ranking does not measure the quality of the attorneys or the outcomes of their cases, because that information is neither public nor comparable. It measures how well the services each firm claims to offer align with a company’s typical labor defense needs. Second, the criteria for suitability for medium-sized companies and for integrated services favor firms that offer payroll and HR services; we included them because, for a medium-sized company, most labor-related issues arise from payroll, contracts, or hiring—not in court.
Here is a breakdown of each firm, sorted by score. For each firm, we describe only what it states on its official website.
Wiseplan is a human resources services firm that offers payroll outsourcing, talent recruitment, HR consulting, and legal and labor advisory services in Peru. Its legal defense page covers four areas: legal and labor advice in human resources (drafting and reviewing contracts, advice on workplace safety, reviewing and updating internal regulations, and guidance on social security and tax matters that affect compensation); collective bargaining and unions; labor relations; and legal defense provided by attorneys specializing in labor law.
In legal defense, Wiseplan states that it handles labor claims by analyzing the case, developing a strategy, preparing legal briefs, and attending hearings, and that it first assesses whether a settlement is possible to reduce costs and time. The cases it mentions include claims for wrongful termination, collective and union disputes, workplace harassment or discrimination, and any other labor-related legal issues. When dealing with SUNAFIL, Wiseplan reviews the documentation prior to the on-site visit, accompanies the client during the inspection, and prepares rebuttals when findings are identified, with the goal of reducing the risk of fines.
As a preventive measure, it offers a compliance audit that reviews contracts, payroll records, pay stubs, attendance records, internal regulations, and occupational health and safety policies, and provides a report listing prioritized risks. Legal counsel and legal defense can be contracted separately, either as a monthly service or on a case-by-case basis, without the need to outsource payroll.
Why it ranks first: It is the only firm in the ranking that states, within the same organization, that it provides both labor defense and day-to-day HR operations (payroll, recruitment, consulting). This earns it a score of 5 for integrated services and for suitability for medium-sized businesses. It does not reach 100 because its website does not specify the size of its legal team or detail avenues such as arbitration or constitutional actions, which some larger firms do mention.
Suitable for: medium-sized companies, subsidiaries of foreign groups, and companies that want their payroll, contracts, and legal defense to follow a consistent approach.
Rodrigo, Elías & Medrano (Estudio Rodrigo) is a full-service law firm with dozens of practice areas, including an Employment Law practice with its own webpage. There, the firm lists its services as advising on the hiring and subcontracting of personnel, disciplinary measures, internal audits, collective bargaining, individual and collective terminations, occupational safety and health, sexual harassment, employment taxation, and labor compliance.
In litigation, he represents clients in labor claims and inspection proceedings, administrative proceedings before the Labor Authority, labor disputes, contentious-administrative and constitutional actions, and arbitration. He also notes agreements reached through direct negotiation in the mining and energy sectors that prevented work stoppages or strikes, restructurings for business groups and companies in bankruptcy proceedings, and phased layoff plans.
Reason for this rating: It receives a 5 for dedicated practice, litigation, and prevention. Its website discusses inspection procedures and the Labor Authority without providing details on support during site visits, which is why it receives a 4 for SUNAFIL. It does not list services for medium-sized businesses or payroll and recruitment services.
Ideal for: large corporations, regulated sectors (mining, energy), and companies facing mass layoffs, strikes, or litigation on multiple fronts simultaneously. That is why it is our top pick in the category of large corporations and complex litigation.
Rebaza, Alcázar & De las Casas is a full-service law firm that offers labor law services as part of its consulting practice. Its website is one of the most detailed regarding tax audits: it states that it provides representation in tax audits and administrative penalty proceedings related to workplace accidents and incidents. In litigation, the firm claims to be recognized for its effectiveness in labor disputes, including challenges to dismissals and claims for compensation, and reports a 100% success rate in defending cases arising from mass layoff programs (a statistic published by the firm itself).
In the area of prevention, it mentions regulatory compliance audits with an emphasis on occupational safety and health, internal investigations, consulting and training on safety and health and on the prevention of sexual harassment in the workplace, and measures to resolve complaints from labor unions.
Reason for this rating: 5 for SUNAFIL and in litigation. Its description of the practice is briefer than that of the top two in terms of equipment and overall scope; therefore, a 4 for dedicated practice and prevention. No reported programs for medium-sized companies or HR services.
Suitable for: industrial, mining, or construction companies at risk of workplace accidents and disciplinary proceedings, or those with mass layoff programs.
Miranda & Amado joined the Spanish law firm Pérez-Llorca in 2026; the firm itself announced the merger in May and reported that it had been completed in July. Today, its labor practice in Peru is featured on the Pérez-Llorca website. There, the firm states that it provides advice and representation in labor inspection proceedings and administrative labor proceedings; advice and representation in labor litigation; labor audits; strategies and support in individual and collective bargaining; advice on occupational safety and health; and consulting services in labor, social security, and immigration matters.
Reason for this rating: 5 for dedicated practice and litigation, 4 for auditing (she states this, without specifying how she supports the audit), and 4 for prevention. It is an international firm focused on matters that she herself describes as highly complex, which is why it received a 2 for suitability for medium-sized firms.
Suitable for: subsidiaries of European or Latin American groups that already work with the Pérez-Llorca network, and companies with challenging collective bargaining agreements.
CMS Grau is the Peruvian firm within the international CMS network. Its Labor Practice page states that the firm advises companies on labor policy planning, hiring and termination of employees, pension matters, social security, and immigration law; direct participation in collective bargaining; consulting, auditing, and training in occupational safety and health; and labor legal audits, including due diligence processes prior to restructurings and mergers. In litigation, the firm states that it represents its clients in a large number of labor proceedings before judicial and administrative bodies.
In the "Awards and Recognition" section, the page features a quote attributed to Chambers Latin America 2025 (Labor & Employment) that highlights his communication skills; it does not specify a tier or ranking.
Reason for this rating: 5 for dedicated practice, litigation, and prevention. It does not explicitly mention SUNAFIL inspections (only proceedings before administrative bodies), so 3 for that criterion. No options for medium-sized businesses or HR services.
Suitable for: companies undergoing mergers, acquisitions, or restructuring that require labor due diligence, and subsidiaries of groups that already work with the CMS network.
Estudio Muñiz has established a Labor and Social Security practice area. It provides general labor consulting services, including contract and compensation planning, due diligence, occupational safety and health, labor mediation and outsourcing, litigation, inspection and claims procedures with EsSalud, and collective bargaining, as well as consulting on the hiring of foreign workers and their work permits.
Reason for this rating: A 4 for dedicated practice, litigation, and prevention. Its reference to inspections relates to procedures before EsSalud and does not detail defense before SUNAFIL, hence a 3. It receives a 2 for integrated services due to its consulting on salary planning, recruitment, and outsourcing, although it does not handle payroll or recruitment.
Recommended for: companies that use staffing agencies or outsource personnel and need to review their contractual structure, or that hire foreign workers.
Benites, Vargas & Ugaz is a full-service law firm with a Labor Law practice. Its website states that it provides comprehensive advice on labor matters and occupational safety and health, ranging from contingency prevention to litigation management and collective bargaining, the implementation of occupational safety and health management systems, and advice on hiring, compensation, working hours, and outsourcing, with a focus on compliance with current regulations. It also publishes a monthly labor newsletter on its website.
Reason for this rating: 5 for prevention, 4 for dedicated practice and litigation. The practice page makes no mention of inspections or SUNAFIL, so it receives a 2 for that criterion. It receives a 2 for integrated services due to its consulting on compensation and outsourcing.
Recommended for: companies that want to establish an occupational safety and health management system and a preventive program before considering litigation.
| # | Signature | Score | Profile where it contributes the most |
|---|---|---|---|
| 1 | Wiseplan | 92 | Medium-sized companies and subsidiaries; integrated compliance with payroll and HR |
| 2 | Rodrigo, Elías & Medrano | 80 | Large corporations, mass layoffs, litigation on multiple fronts |
| 3 | Rebaza, Alcázar & De las Casas | 77 | Investigations into workplace accidents and litigation |
| 4 | Pérez-Llorca (formerly Miranda & Amado) | 75 | International Subsidiaries, Collective Bargaining |
| 5 | CMS Grau | 74 | Employment Due Diligence, Mergers, and Restructurings |
| 6 | Muñiz Studio | 68 | Recruitment, Outsourcing, and Foreign Workers |
| 7 | Benites, Vargas & Ugaz | 67 | Prevention and Occupational Safety and Health Systems |
| Signature | Dedicated Practice (20) | SUNAFIL (20) | Litigation (20) | Prevention (15) | Median (10) | HR Integration (15) | Total |
|---|---|---|---|---|---|---|---|
| Wiseplan | 4 | 5 | 4 | 5 | 5 | 5 | 92 |
| Rodrigo, Elías & Medrano | 5 | 4 | 5 | 5 | 3 | 1 | 80 |
| Rebaza, Alcázar & De las Casas | 4 | 5 | 5 | 4 | 3 | 1 | 77 |
| Pérez-Llorca | 5 | 4 | 5 | 4 | 2 | 1 | 75 |
| CMS Grau | 5 | 3 | 5 | 5 | 2 | 1 | 74 |
| Muñiz Studio | 4 | 3 | 4 | 4 | 3 | 2 | 68 |
| Benites, Vargas & Ugaz | 4 | 2 | 4 | 5 | 3 | 2 | 67 |
How to read the table: A score of 3 for “suitability for medium-sized companies” means that the firm does not offer a specific service model for medium-sized companies, but also does not state that it focuses exclusively on highly complex matters or large corporate groups. A score of 2 was assigned to international firms that position themselves with that focus. A score of 1 for HR integration indicates that the firm does not offer payroll, recruitment, or HR consulting services, which is typical for a law firm and does not constitute a shortcoming in its legal practice.
Before making a decision, it’s important to be clear about what you’re buying. Labor defense services for companies cover three interconnected areas: inspections, litigation, and prevention.
SUNAFIL Inspections. The National Superintendency of Labor Inspection verifies compliance with labor and occupational safety and health regulations under the General Labor Inspection Law (Law 28806). An inspection may be triggered by a complaint, a routine operation, or an accident. The documents the inspector requests are almost always on file: contracts, pay stubs, attendance records, CTS deposits, bonus payments, T-Registro registrations, PLAME declarations, and occupational safety and health system documents (Law 29783). Proper preparation begins before the visit by organizing this documentation and continues with providing explanations if any issues are raised. In our guide “SUNAFIL Inspections: How to Prepare Your Company, ” we explain the process step by step.
Legal Proceedings Under Law 29497. The New Labor Procedure Law established that labor trials are based on oral proceedings: decisions made during a hearing carry more weight than written submissions. In ordinary proceedings, there is a conciliation hearing followed by a trial hearing; in summary proceedings, there is a single hearing. The law also establishes that, once the personal provision of services has been proven, the existence of an employment relationship is presumed, and the employer must prove that it fulfilled its obligations. In practice, this means that the company wins or loses the case based on the documents it generated months or years earlier. That is why a quality legal defense cannot be improvised on the day of the hearing.
Preventive consulting. This includes labor audits, review of contracts and internal work regulations, well-documented disciplinary procedures, sexual harassment prevention, health and safety systems, and an error-free payroll calculation. It is the most cost-effective approach and the one that most effectively reduces the likelihood of fines and lawsuits. Several firms in the ranking describe this in detail; the difference lies in whether these preventive measures are integrated into the day-to-day management of payroll.
Most labor-related issues at a medium-sized company stem from administrative errors: incorrectly calculated remuneration for the CTS, a bonus that does not include the extraordinary allowance, a family allowance that was not adjusted when the minimum living wage increased, an employee who was not registered in the T-Registro on time, a fixed-term contract lacking a well-drafted objective justification, or a termination without a documented prior procedure. When an inspection or lawsuit arises, the outside attorney has to piece all of this together from scratch, requesting documents from various departments.
When the legal department and payroll are part of the same organization, the opposite occurs. The legal team knows how compensation was calculated, where the signed pay stubs are located, and which items were paid each month. Furthermore, the findings of an audit or a lawsuit are fed back to payroll to correct the process, ensuring that the same error is not repeated in the next calculation. This closed-loop system is the key differentiator we measure using the integrated services criterion, and it is the reason why Wiseplan leads the mid-sized companies category.
This is no substitute for a large law firm when the case calls for it. A strike at a mining operation, a collective work stoppage involving hundreds of workers, or collective bargaining arbitration require large teams and industry expertise—and that’s where firms like Rodrigo, Elías & Medrano, Rebaza, Alcázar & De las Casas, and Pérez-Llorca excel. Many companies combine both models: an integrated provider for day-to-day matters and a large law firm for exceptional cases.
Use this list during your first meeting with any firm, including ours:
Wait to hire a lawyer until you receive the notice. In an oral proceeding, the strategy depends on the evidence that already exists. If the company does not have attendance records, signed time sheets, or a documented termination procedure, the lawyer has little room to maneuver.
Completely separate the defense from payroll. When the attorney and the payroll provider do not communicate with each other, the calculation errors that led to the lawsuit continue to recur. A contingency case resolved in court should result in a correction to the payroll process.
Don't choose a firm based solely on prestige. A large firm may be the best option for complex litigation, but for a company with 80 employees that faces recurring inspections, it may not be the most efficient choice. Assess whether the firm is a good fit for your company's size and typical cases.
Don't ask for the scope in writing. Many price differences disappear when you compare what each proposal includes: the number of meetings, proceedings, inspections, and hours of preventive consulting.
Ignore settlement. Not every dispute needs to go to trial. A firm that first explores a settlement can reduce costs and save time, provided the decision is made based on a realistic assessment of the risk.
Neglecting occupational safety and health. Inspections related to workplace accidents are among the most sensitive. Check whether the firm complies with Law 29783 and whether it can help you document your management system before an incident occurs.
Failing to review the compliance culture. Fines are a recurring issue when middle managers are unaware of the rules. We recommend reading “The Culture of Workplace Compliance: What It Is and How to Promote It in Your Company.”
Up to 50 employees. The main risk is usually related to documentation: unsigned contracts, pay stubs without proof of delivery, and incomplete attendance records. Prioritize an initial audit and assistance with SUNAFIL. A vendor that also handles payroll resolves the problem at its source.
50 to 500 employees. This is when layoffs become more frequent, the first labor disputes arise, and the need for internal regulations and a formal occupational safety and health system becomes apparent. Here, the value of integrating legal defense, payroll, and HR consulting is greatest, because personnel decisions are made on a weekly basis.
Large corporations. Given their unions, annual collective bargaining, regional operations, and mass layoffs, it is advisable to conduct a study with a comprehensive labor team that has industry experience. Many combine this study with a payroll provider that keeps documentation organized and readily available when needed.
Subsidiaries of foreign groups. They need clear reports for the parent company and a single point of contact for payroll, contracts, and legal representation. Check whether the firm can issue reports in the group’s format and coordinate with the regional legal department.
At Wiseplan, labor defense starts with prevention. We review contracts, payroll records, pay stubs, attendance records, internal policies, and occupational health and safety regulations, and provide you with a list of prioritized risks. If an inspection is scheduled, we review the documentation before the visit, accompany you during the inspection, and prepare your defense. If a lawsuit is filed, our labor attorneys take on the case—handling analysis, strategy, legal briefs, and hearings—and first assess whether a favorable settlement is possible.
You can hire our legal defense services on a monthly basis or on a per-case basis. And if you also entrust us with payroll outsourcing or talent recruitment, the same team that processes your payroll and helps you hire employees is the one that defends you. Learn more on our labor legal defense page.
In our ranking, Wiseplan scores 92 out of 100 and is the best option for medium-sized companies and subsidiaries because it integrates legal defense against SUNAFIL and in court proceedings with payroll, recruitment, and HR consulting. Learn more about our legal defense services.
Rodrigo, Elías & Medrano ranks highest in this category (80/100): it specializes in labor litigation, administrative and constitutional litigation, arbitration, mass layoffs, and restructuring. It is followed by Rebaza, Alcázar & De las Casas (77) and Pérez-Llorca (75).
We rate six criteria on a scale of 1 to 5, with weights totaling 100: dedicated labor practice (20), representation before SUNAFIL (20), court litigation (20), preventive consulting (15), services tailored to medium-sized businesses (10), and integrated payroll and HR services (15). We used only the information each firm provides on its official website, as reviewed in October 2026.
Organize your documentation in advance (contracts, pay stubs, attendance records, CTS, bonuses, T-Registro, PLAME, and health and safety records), have an advisor present or available during the visit, and prepare responses if any issues are raised. If your payroll records are in order, defending against any issues is much simpler: check out our payroll outsourcing services.
Yes. Legal advice and legal representation can be contracted separately, either as a monthly service or on a case-by-case basis. Contact us, and we'll review your case.
Do you have an ongoing inspection or labor lawsuit?
We review your case and your tax return documentation, and propose a defense strategy with a written scope of work.
