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Employment Law

Clear advice when work becomes uncertain.

 

Work is closely tied to identity, stability and routine. When something changes or begins to feel uncertain, it can affect far more than your job itself.

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We advise employees and senior professionals on employment issues ranging from difficult workplace situations to dismissal, discrimination and negotiated exits. Our role is to help you understand your position clearly, reduce uncertainty and move forward with confidence.

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How we can help

 

We provide practical, focused advice across a wide range of employment situations. This often includes:

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  • Unfair dismissal and wrongful dismissal

  • Redundancy, restructuring and workplace change

  • Workplace grievances and disciplinary processes

  • Settlement agreements and negotiated exits

  • Contract terms, including restrictive covenants and bonus arrangements

  • TUPE (Transfer of Undertakings Protection of Employment)

         and changes to employment following business transfers

  • Whistleblowing and protected disclosures

  • Pay disputes, including unlawful deductions from wages

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We also advise employers and business owners on employment matters as part of our wider commercial practice. If you are seeking advice in that context, you may find it helpful to view our page on employees and employment issues.

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Discrimination & Equality at Work
 

Employees in England and Wales are protected from discrimination under the Equality Act 2010. These protections apply across all stages of employment, including recruitment, promotion and dismissal.

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We advise on how these protections apply in practice, including where workplace treatment may cross into unlawful discrimination.

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Protected characteristics include

  • Age

  • Disability

  • Gender reassignment

  • Marriage and civil partnership

  • Pregnancy and maternity

  • Race (including nationality, ethnic or national origin)

  • Religion or belief

  • Sex

  • Sexual orientation

Forms of discrimination

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  • Direct discrimination – less favourable treatment because of a protected characteristic

  • Indirect discrimination – policies or practices that disadvantage certain groups

  • Harassment – unwanted conduct that violates dignity or creates a hostile environment

  • Victimisation – unfavourable treatment following a complaint or protected act


Employment disputes and Tribunal support
 

 

Where issues cannot be resolved informally, we provide structured, strategic support throughout the dispute process.

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In most cases, a claim cannot be brought to an Employment Tribunal without first engaging in early conciliation through ACAS (the Advisory, Conciliation and Arbitration Service). This stage provides an opportunity to explore settlement and resolve matters without formal proceedings.

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We guide clients through this process with a clear focus on outcomes, helping you understand when resolution is realistic and when a more formal approach may be required.

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Our support includes:

  • Early assessment of claims and risks

  • Advice on settlement strategy and negotiation

  • Guidance through ACAS early conciliation

  • Drafting and responding to tribunal claims

  • Preparing evidence and witness statements

  • Advocacy and support throughout Employment Tribunal proceedings

 

We focus on resolving matters efficiently where possible, while ensuring you are fully prepared if formal action becomes necessary.

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Discussing your situation
 

 

Employment issues are often closely tied to wider personal and professional concerns. Early advice can help you understand your position, avoid missteps and approach the situation with greater clarity.

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Whether you are dealing with a sudden change at work or considering your options more generally, a structured initial conversation can help identify the most appropriate next steps. Time limits and procedural steps can be important in employment matters, so taking advice at an early stage is often beneficial.

Clear Prices. No Surprises.

We offer transparent pricing structures, including fixed fees where appropriate. At the outset, we will explain how costs are likely to be approached so you can make informed decisions.

A first discussion to understand your situation and consider the appropriate next steps.


Common questions about employment law
 

 

Can I be dismissed without warning?

In some circumstances, an employer may dismiss an employee without notice, particularly in cases of gross misconduct. However, most dismissals must follow a fair process. If proper procedures are not followed, the dismissal may be challenged.

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What is unfair dismissal?

Unfair dismissal occurs where an employee is dismissed without a fair reason, or where the employer has not followed a reasonable process. Employees usually need at least two years’ service to bring a claim, although there are important exceptions.

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Do I have to sign a settlement agreement?

No. A settlement agreement is voluntary. You should not feel pressured to sign without understanding its terms. Independent legal advice is required before it becomes binding.

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What is a settlement agreement?

A settlement agreement is a legally binding document used to resolve employment disputes. It typically involves a financial payment in exchange for waiving the right to bring claims against an employer.

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What should I do if I am being treated unfairly at work?

It is often helpful to raise concerns internally first, for example through a grievance procedure. Taking early advice can help you understand your options and avoid steps that might affect your position later.

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What is discrimination at work?

Discrimination occurs when someone is treated unfairly because of a protected characteristic such as age, disability, race, sex or religion. The law also protects against harassment and victimisation.

 

How long do I have to bring a claim to an Employment Tribunal?

Time limits are strict. In most cases, a claim must be started within three months less one day from the relevant event. Early conciliation through ACAS is usually required before a claim can proceed.

 

Will I have to go to a tribunal?

Not necessarily. Many employment disputes are resolved through negotiation or settlement before reaching a tribunal. However, preparation for formal proceedings is important where resolution is not possible.

 

Can my employer change my contract without my agreement?

Employers cannot usually make significant changes to your contract without your consent. However, in some situations changes may be imposed, which can give rise to legal issues.

 

What is redundancy and when is it fair?

Redundancy occurs where a role is no longer required. A fair redundancy process should involve consultation, appropriate selection criteria and consideration of alternative roles.

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