This research project concerns family firms, and in particular, it aims to address the special characteristics of such firms. It does so by comparing such firms in periods when the CEO changes, and compares firms where the CEO remains a member of the original family with the case where an outsider takes over. The research indicates that the type of the CEO successor has a significant effect on the type of labour contract within the firm. We suggest that CEOs promoted from within the family not only inherit control of the firm but also inherit a set of implicit contracts that affects their ability to restructure the firm. Consistent with this dynastic commitment hypothesis, we find that cases of family-promoted CEOs are associated with lower turnover of the workforce, lower wage renegotiation, and greater loyalty for the incumbent workforce.