Employment Law

Yes. A written employment contract isn't just best practice; it's a legal requirement. It sets out the rights and responsibilities of both you and your employee and helps avoid misunderstandings down the line. Without a contract, your business is exposed to risk if disputes arise over pay, holiday entitlement, or working hours.

A solicitor can ensure your contracts are legally sound, tailored to your business, and protect you from costly errors.

Every business should have clear policies covering health and safety, anti-discrimination, grievance procedures, and disciplinary processes. As your team grows or working arrangements change, like hybrid or remote work, policies on data protection, flexible working, and conduct become essential.

We can help you draft policies that not only meet legal requirements but also foster a strong, compliant company culture.

Redundancies and dismissals must follow a fair and lawful process. Failing to consult properly, apply fair selection criteria, or document performance concerns can lead to unfair dismissal claims which are expensive and damaging to your reputation.

Our expert guidance ensures you follow the correct procedures, minimise risk, and protect your business at every step.

TUPE (Transfer of Undertakings – Protection of Employment) regulations apply when your business takes over another, outsources a service, or brings one in-house. These rules are designed to protect employees, and failure to follow them can lead to legal claims.

We’ll guide you through the process, from employee consultations to post-transfer changes, so you stay compliant and confident.

Employment tribunals can be time-consuming and stressful, not to mention expensive. Whether you're dealing with a claim of unfair dismissal, discrimination, or breach of contract, it’s crucial to respond promptly and with expert support.

We offer robust representation and strategic advice to resolve disputes quickly and protect your business’s interests.