Employment Solicitors For Employers

Template contracts often fail to provide adequate protection for your business. A solicitor-drafted contract is tailored to your specific industry and roles, including robust clauses on confidentiality, intellectual property, and restrictive covenants to protect your business interests if an employee leaves.

We recommend reviewing your staff handbook and policies at least once a year. Employment law changes frequently, and an outdated handbook can leave you exposed to legal risk. We can provide an audit of your existing documents to ensure they are fully compliant.

A fair redundancy process requires genuine business reasons, a fair selection pool and objective criteria, and meaningful consultation with affected employees. Failure in any of these areas can lead to successful claims for unfair dismissal. We provide step-by-step guidance on redundancy procedures to ensure they are legally compliant.

You must follow a fair and formal process as outlined in your company policy and the ACAS Code of Practice. This includes investigating the grievance, holding a formal meeting, and offering a right of appeal. We can advise you at every stage to ensure you handle the situation correctly and minimise legal risk.

It is vital to act immediately. You have a strict 28-day deadline to submit a formal response (an ET3) to the Employment Tribunal. We can help you assess the merits of the claim, draft a robust defence, and represent your business throughout the process.

Before an employee can lodge a claim, they must contact ACAS. A conciliator will then contact you to see if a settlement can be reached. This is a crucial stage where we can represent your interests to try and resolve the dispute before it escalates to a full tribunal claim.

In many cases, yes. A Settlement Agreement provides a clean break and certainty for the business, preventing a former employee from bringing future claims. We can advise on the appropriate settlement value and draft a binding agreement that fully protects your interests.

It is rare in the Employment Tribunal for the winning party to have their legal costs paid. Cost orders are usually only made if a party has acted vexatiously, abusively, or unreasonably. Therefore, our focus is always on resolving disputes pragmatically and commercially at the earliest possible stage.