Practical advice for employers and employees
Navigating employment law can be challenging so our expert team provides clear, practical advice, enabling our clients to make confident decisions.
We listen carefully and identify and prioritise our clients’ objectives, combining legal and commercial insight to resolve their disputes, forge agreements and implement organisational changes.
What is employment law?
Employment law is a legal framework governing the relationship between employers and employees, designed to regulate workplace rights, responsibilities, and protections. It ensures fairness, safety, and compliance in areas such as contracts, pay, and working conditions.
Employment law solutions for businesses
Our tailored advice helps businesses navigate employment law effectively, with services including:
Exit strategies and packages
We advise on negotiating and implementing fair, lawful, and commercially sound employee exits. This includes drafting settlement agreements, managing protected conversations, and mitigating the risk of future claims.
Service and consultancy agreements
We prepare clear and robust agreements for directors, senior executives, and consultants, setting out duties, remuneration, termination provisions, and confidentiality obligations and post termination restrictions, ensuring both compliance and alignment with your commercial objectives.
Sickness absence and disability management
We support employers in managing short- and long-term absence issues,
including compliance with disability discrimination law, reasonable adjustments, medical referrals, and return-to-work strategies.
Breach of confidentiality and post-termination restrictive covenants
We help protect your business interests by drafting and enforcing confidentiality clauses and restrictive covenants, and by taking action where employees breach their post-employment obligations.
Representation in employment tribunal and court proceedings
We provide strategic and practical representation in all types of employment disputes, from unfair dismissal and discrimination claims to breach of contract and whistleblowing litigation.
Disciplinary and grievance investigations and procedures
We guide businesses through fair and compliant disciplinary and grievance processes with legally privileged advice, including drafting documentation, and working alongside Human Resources and management to ensure compliant investigations, outcomes and appeals.
Discrimination and whistleblowing responses and disputes
We assist employers in handling allegations of discrimination and whistleblowing, ensuring legal compliance and reputational protection while minimizing the risk of litigation.
Performance management
We support businesses in implementing effective performance management processes that are legally sound and designed to enhance employee output and accountability.
Restructuring and redundancies
We advise on planning and executing reorganisations, including redundancy processes, consultation requirements, and selection criteria, to ensure fair treatment and legal compliance.
Employment contracts and offer letters
We draft and review tailored employment contracts and offer letters that reflect your business needs while meeting all legal requirements and protecting your interests.
Staff handbooks, policies and procedures
We develop and update employee handbooks and internal policies that clearly communicate expectations, promote consistency, and reflect current employment legislation and best practices.
TUPE transfer planning and compliance
We advise on the employment law implications of business transfers and outsourcing arrangements, ensuring compliance with the Transfer of Undertakings (Protection of Employment) Regulations and managing the consultation process with affected employees.
Tailored support for employees and executives
We provide practical, strategic advice to employees and senior executives across a broad range of employment law issues. Whether you’re facing a workplace dispute, planning your next career move, or negotiating your exit, our expert support helps protect your rights and achieve the best possible outcome. Our services include:
Settlement agreements
We offer fast, clear advice on settlement agreements, helping you understand your rights and options, negotiate better terms, and ensure your agreement is fair, compliant, and in your best interests.
Senior executive contract reviews, negotiations and exit strategies
We advise executives on the terms of service agreements and employment contracts, negotiating favourable terms, bonus structures, and – alongside specialist colleagues – equity arrangements. We also support strategic exits, whether amicable or contentious.
Unfair dismissal and bonus disputes
We represent individuals who have been unfairly or wrongfully dismissed, or who are involved in disputes over unpaid bonuses, commissions, or incentives. We assess your legal position and pursue the compensation you’re entitled to.
Redundancy
We help employees navigate the redundancy process, ensuring employers follow correct procedures, challenging unfair or discriminatory selection, and advising on redundancy payments and alternative roles.
All areas of discrimination
We represent individuals facing discrimination in the workplace, including on the grounds of sex, race, disability, age, religion and belief, sexual orientation and marital status. We provide sensitive, robust advice and pursue claims where appropriate.
Bullying and harassment
We assist clients experiencing bullying or harassment at work, whether from colleagues or management. We advise on raising complaints, seeking internal resolution, and taking legal action where necessary.
Whistleblowing
We support individuals who have raised or are considering raising concerns about wrongdoing at work. We protect your position under whistleblowing legislation and act in disputes arising from retaliation or dismissal.
Post-termination restrictions, including injunctions
We advise on the enforceability of restrictive covenants in employment contracts, including non-compete, non-solicitation, and confidentiality clauses. We also defend individuals facing injunctions or other enforcement action.
Representation in employment tribunal and court proceedings
We represent employees and executives in employment tribunals and court, handling claims such as unfair dismissal, discrimination, whistleblowing, and breach of contract with a focus on achieving successful, cost-effective outcomes.
Why choose us for employment law?
With deep expertise and our client-first approach, we deliver practical and commercially focused advice that safeguards our clients’ interests and ensures compliance in the evolving employment law landscape. Whether you are an employer managing complex situations or an employee seeking clarity and resolution, we can provide the guidance and support you need.
Contact us today to see how we can help you successfully navigate your employment law challenges.
Employment law insights
Meet the team
Employment law FAQs
No, but employers must provide a written statement of employment particulars. The principal statement must be given on or before day one of employment (with the wider statement within 2 months).
Usually only with your agreement. Employers should consult and try to agree changes; imposing terms unilaterally risks breach of contract and unfair/constructive dismissal claims. If agreement cannot be reached, some employers may (as a last resort) dismiss and offer re‑engagement, but they must follow the Statutory Code of Practice on Dismissal and Re‑engagement; failure to follow it can increase tribunal compensation by up to 25%. You can work under protest, raise a grievance, and/or bring a claim.
Yes, but only if they go no further than necessary to protect legitimate business interests (e.g., confidential information, client connections) in scope, duration, and geography. Courts may sever offending words (e.g., Tillman v Egon Zehnder), but each case is fact‑specific.
Only if your contract (or custom and practice) provides it. Otherwise, your average pay across the pay reference period must not fall below the National Minimum Wage; regular overtime can also affect holiday pay.
No, unless your contract permits lay‑off or short‑time working (or you agree). If you do no work on a day while laid off, you’re entitled to Statutory Guarantee Pay (currently £39/day, max 5 days in any 3‑month period).
Dismissal without a fair reason and/or fair procedure. Currently, most employees need 2 years’ service to claim ordinary unfair dismissal. From 1 January 2027, the qualifying period will reduce to 6 months, and the cap on compensatory awards will be removed (Employment Rights Act 2025). Day‑one dismissal protections already exist, e.g., for discrimination and whistleblowing.
Only for gross misconduct or if you’re paid in lieu of notice (PILON) under your contract. Otherwise, statutory minimum notice is 1 week (1 month–2 years’ service), then 1 week per full year from 2–12 years, up to 12 weeks for 12+ years. Your contract can give more, not less.
Statutory redundancy pay is based on age bands per completed year of service (max 20 years): 0.5 week (under 22), 1 week (22–40), 1.5 weeks (41+).
The maximum “week’s pay” used in the calculation is capped and uprated annually. From 6 April 2025 to 5 April 2026 the cap is £719/week. New limits take effect each April via statutory order.
