Employment

Staying ahead in a changing legal landscape: The importance of regular reviews of employment contracts and policies – February 2024
New sexual harassment rules may signal changes to office parties or a decline altogether – December 2024
What is the Employment Rights Bill 2024? – November 2024
How the Employment Rights Bill 2024 impacts employers and businesses – October 2024
Comprehensive Guide to Non-Disclosure Agreements (NDAs) – October 2024
How to navigate workplace language and avoid discrimination claims – October 2024
Redundancy facts and fictions – September 2024
High temperatures in the workplace – August 2024
Flexible working legislation updates: What employers need to know – July 2024
Fair tips for all: New legislation ensures transparency in gratuity distribution – June 2024
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
How employment law affects your business – July 2022
Pronouns in the workplace – June 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
Avoiding a cracker of a hangover from the company Christmas party – November 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 defended and settled 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 under 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

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 extra 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.