Company newsCompany
Workganics publishes its 2026 services overview
The current overview of the four Workganics practices: executives, law firms, remuneration and benefits, and strategic advisory.
2 min read
Specialist consulting in people and risk
Four practice areas, all built on the same method: establish the facts, quantify the options and stay through implementation.
Business lines
Our business lines
01
Consulting for Executives
Succession programmes, specialist remuneration studies and qualitative and quantitative retirement planning for owners, executives and leadership teams.
Learn more02Consulting for Law Firms
Partner remuneration, succession programmes, retirement planning, functional restructuring, merger and acquisition support, actuarial services and pension-system feasibility studies.
Learn more03Remuneration and Benefits
Technical and actuarial consulting for pension-fund members and participants, private retirement planning, pension projections and the design of fixed, variable and flexible remuneration programmes.
Learn more04Strategic and Business Advisory
Non-executive director support including remuneration committees, mergers and acquisitions, interim management, and support for startups and businesses in recovery or restructuring.
Learn moreSituations
The specific challenges clients bring us
Most engagements begin with a decision already on the table, not with a general diagnostic.
- A founder wants to prepare succession without weakening the business or the family
- A law firm needs to review its partner remuneration model
- A pension commitment has never been valued actuarially
- An executive needs to know when retirement is viable, and on what income
- A remuneration committee wants an independent opinion
- A transaction raises people liabilities that were never quantified
Our approach
Advice that reaches implementation
We work alongside client teams rather than handing over a report. Each engagement moves through four stages.
- 01
Understand
We establish the facts: structures, commitments, current costs and what the organisation is actually trying to decide.
- 02
Design
We model realistic options, quantify each one and set out the trade-offs for the people who have to approve them.
- 03
Implement
We support the rollout: documentation, communication with those affected, and the practical steps the change requires.
- 04
Embed
We review how the change is holding, adjust where needed and leave the organisation able to run it without us.
Resources
Related insights
ArticleRemuneration
Rethinking partner remuneration in law firms
Why partner pay models drift out of alignment with how firms actually create value — and what a structured review looks like.
6 min read
ArticlePensions and retirement
Reading your retirement projection: Social Security, CGA and ACT Bancários
Three regimes, three sets of rules and one question: what income will actually be available, and from when.
7 min read
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