Employment

Preventing sexual harassment – June 2024
How should an employer respond to a ‘heat of the moment’ resignation? – May 2024
Working with freelancers – March 2024
Why flexibility and rigid rules won’t mix in the workplace – March 2024
Understanding Dyscalculia: Employer’s Guide – March 2024
What is ESG, and what does it mean for employers? – February 2024
Work-Life Balance: How you can support your employees – December 2023
Overzealous employee monitoring may overstep data protection boundaries – November 2023
Managing the menopause at work – October 2023
Can a UK employee work abroad remotely? – July 2023
Fire and rehire – is it a good idea? – May 2023
A step towards family and maternity leave security – May 2023
Significant duties set to fall on employers – April 2023
Christmas temps – what are the rules? – December 2022
Tip top tips for those in the hospitality and service sectors – October 2022
How employment law affects your business – July 2022
Pronouns in the workplace – June 2022
Banter in the workplace – May 2022
Are NDAs appropriate in the workplace? – January 2022
Top five tips for supporting EU workers post-Brexit – June 2021
Companies must be on track for COVID-safe workplace – June 2021
Employment status: It’s a status thing! – May 2021
Vegan beliefs extend beyond Veganuary – January 2021
Enforceability: Post-termination restrictions – January 2021
Can I fire someone with less than two years of service? – June 2019
Gender pay likely to stay in the spotlight – August 2017
Stripping it back to understand dress codes – July 2017
Whistleblowing and the Public Interest Test – July 2017
Supreme Court rule Employment Tribunal fees are unlawful – July 2017
Good intentions are not enough in wage calculations – July 2017
Employment contracts and working overseas – July 2017
Zero-hours contracts: many questions – May 2017
Publication of Employment Tribunal Judgments – April 2017
Facing up to the social media challenge – April 2017
Employers to pay apprenticeship levy – March 2017
Workplace investigations – February 2016
How to hire an employee – October 2014
What are restrictive covenants? – October 2014
Dealing with employee grievances – October 2014
Unfair dismissal cap changes – April 2014

• Acting for a transferor employer on a collective redundancy exercise, including multiple transfers of employees to various businesses in different jurisdictions.
• Acting for an employer on the receiving end of multiple coordinated claims for constructive dismissal and sex and race discrimination.
• Advising a nationwide service provider on TUPE and collective redundancy issues after losing a tender process.
• Acting for employers on a claim for springboard relief and enforcement of post-termination restrictions.
• Pursuing and defending numerous injunctions for and against employees and employers for actual or threatened breaches.
• Successfully pursuing a client’s former finance director for fraudulent invoicing and expense claims.
• Redundancy, termination and TUPE, both domestic and international.
• Restrictive covenants, including confidentiality and non-competition (post-termination restrictions).
• Successfully defending and settling claims over allegations of offloading of staff.
• Successfully pursuing to trial a former employee for secretly servicing employer’s clients and continuing to do so after his resignation.

Please view the following webpage for a full description of our costs and charges in accordance with the Solicitors Regulation Authority (SRA) Transparency Rules 2018.

• Contracts of employment and service agreements
• Confidential information and springboard injunctions
• Consultancy agreements
• Disciplinary and grievance procedures
• Discrimination and victimisation claims (including bullying and harassment claims)
• Employee due diligence on business transfers (TUPE)
• Employee share schemes
• Equal pay
• Family-friendly rights (maternity/paternity and flexible working requests)
• Managing sickness absence
• Performance management
• Policies, procedures and handbooks (including social media policies)
• Post-termination restrictions and garden leave
• Redundancy and reorganisation (including collective consultation for large-scale redundancies)
• Settlement agreements (formerly known as compromise agreements)
• Unfair dismissal and wrongful dismissal
• Whistleblowing

Please find a link to our employment testimonials here.

Unique to the market, our retainer package goes that extra mile by combining employment law advice and services with regulatory law advice, guaranteeing peace of mind in these ever-changing fields of law. For an extra layer of comfort, why not add legal expenses insurance, a GDPR gap analysis or a regulatory risk assessment? To learn more about how your business can benefit from our Gold, Silver and Bronze level employment and regulatory law advice retainer packages.

Having out-of-date or unsuitable employment contracts could create problems for your business and lead to expensive employment disputes. Take advantage of our free employment contract review for employers.