Employment Law for Businesses.
Our employment law solicitors will learn about your business and offer tailored guidance on employment contracts, handling conflict and compliance.
Employment problems can be unpredictable.
You can rely on us to work closely with you.
By getting to know you and your business, we can tailor our service to suit your needs and will always be on hand to handle any situations which may arise.
Complete service, total flexibility.
We offer a complete employment law service, entirely tailored to you. Creating the best support package to help you comply with legislation, reduce your employment risk within the business and manage your workforce more efficiently. We offer a range of pricing options, such as:
- Fixed cost on specific or defined projects, such as redundancy or restructuring exercises, tribunal claims or settlement agreements.
- Pay as you go employment advice meaning you only pay for the work that you need, charged at our hourly rates, but usually subject to a costs cap so no nasty cost surprises.
- Fixed cost solutions for your HR and employment needs, including contracts, policies, and unlimited HR advice – read our dedicated HR Services pages for more information.
Experts in all areas of employment law, including:
Statutory maternity pay
Paternity and adoption
Statutory sick pay
ACAS Code
Constructive dismissal
Contracts of employment
Employment tribunals
Equality Act 2010
Indemnity insurance
Restrictive covenants
Transfers of businesses and the obligations relating to the employees (TUPE)
Zero hours contracts
Bespoke document review and drafting
Minute taking at hearings
Contracts, handbooks and policies
Occupational health assessments
GDPR
Recruitment
Disciplinaries and grievances
Discrimination
Service agreements for Directors
Executive recruitment and terminations
Settlement Agreements
Flexible working
Trade disputes and strikes
Unfair and wrongful dismissal
The customer-first law experts.
We believe the law always should be clear, not confusing. We uncomplicate the process to guide every customer through their own legal journey. Supporting you with the expertise, passion and integrity of a long-established firm; so you can focus on what matters most – your family and your business.
Working With Our Service Team
Our approach is pragmatic, uncomplicated and always transparent. Our dedicated legal advisers offer a full range of Employment Law and HR services and packages tailored to the specific needs of your business.
- Julia Fitzsimmons
If you have an enquiry in relation to Employment Law or HR Support or simply want to speak to a member of our expert team, please get in touch.
Did you know we offer a free legal review to all businesses?
There is no law which requires you to provide a work reference for an ex-employee. You should however ensure that there is a clear policy in place which outlines your organisation’s process for dealing with reference requests and this should be followed consistently to avoid discrimination claims.
Redundancy should really only be considered as a last resort. Before looking at redundancy, consideration should be given to cutting recruitment, looking at voluntary redundancies, reducing overtime and looking to see if an employee can be utilised elsewhere within your organisation. If this is not possible then redundancy is considered as the last alternative.
In most cases, once an employee has handed in their notice you the employer are under no legal obligation to offer them the job back should they want to rescind their resignation. The only exception would be if the resignation came in the heat of the moment and was not really intended by the employee. The employee would need to make you aware very quickly that they wish to take back their resignation and you will need to consider all the circumstances clearly and make a note that you have given them the opportunity to reconsider their position.
Yes. Employers can claim back up to 92% from the government of all monies paid out as part of an employee’s maternity leave.
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