Employment Law.
Whether you've been dismissed, are being treated unfairly at work, or are an employer trying to manage a difficult situation properly — we provide direct, commercial advice without unnecessary process.
For Employees
If you've been dismissed, threatened with dismissal, or are being treated unfairly at work, the first thing you need is a clear view of where you stand legally. We provide that — and then we tell you whether it's worth pursuing.
- Unfair dismissal — including ordinary unfair dismissal (after 2 years' service in most cases) and automatically unfair dismissal (no qualifying period).
- Wrongful dismissal — breach of contract claims for inadequate notice or summary dismissal without proper grounds.
- Discrimination — under the Equality Act 2010, including age, disability, sex, race, religion, and pregnancy/maternity.
- Whistleblowing & detriment claims — protection for protected disclosures.
- Settlement agreements — review, negotiation, and the required independent legal advice.
- Employment Tribunal claims — advice, drafting, and representation through to final hearing.
- Constructive dismissal — including where ongoing conduct has made the employment relationship untenable.
- TUPE matters — including transfers, consultation, and post-transfer dismissal.
Employment Tribunal claims must usually be brought within 3 months less one day of the act complained of (with ACAS Early Conciliation extending the limit). If you are uncertain about limitation, contact us without delay.
For Employers
We act for SMEs and owner-managed businesses on the full range of employment matters — from contracts and handbooks through to defending Tribunal claims. Our work is commercial: we tell you what the legal risk is and help you make a sensible decision.
- Contracts of employment and consultancy agreements
- Staff handbooks and policy drafting
- Disciplinary, grievance, and capability procedures
- Redundancy consultations (individual and collective)
- Settlement agreements and exit negotiations
- Tribunal defence work, from response to hearing
- Restrictive covenants and post-termination obligations
How we work
Initial assessment
We review your documents and the chronology, and give you a written merits view.
Strategy
Negotiated exit, settlement agreement, ACAS conciliation, or Tribunal proceedings — we advise on the route most likely to achieve your objective.
Execution
Drafting, correspondence, and representation as required. Updates given when there's something to report.
Resolution
Most cases settle. We push for the outcome the merits justify — and tell you straight if a hearing is unlikely to improve on what's on the table.
Costs
Employment matters are usually charged on an hourly rate or fixed fee basis. For settlement agreement reviews, the employer typically contributes to the employee's legal costs — meaning the advice is often available to you without charge. For Tribunal claims, we provide a written estimate covering each stage so you can make an informed decision before significant costs are incurred.
Whatever stage you're at — we'll tell you where you stand.
Initial enquiries are confidential. If you've been handed a settlement agreement, time may be limited — call us today.