HR and employment law advice on

(amongst other things)

• recruitment – advertising, interviewing and inductions
• performance management – appraisals and reviews
• retention – personal development, mentoring, coaching and incentive schemes
• disciplinary procedures – managing sickness absence, poor performance and misconduct
• grievance procedures – when they apply and how they should be managed
• redundancies – managing redundancy programmes
• dismissal – handling termination of employment – minimising the risk of claims
• discrimination – minimising the risk of claims
• business sales and acquisitions – due diligence
• restructures – devising and managing the change process
• transfer of undertakings – outsourcing – the effects of TUPE
• restrictive covenants – breach and enforcement
• family friendly working arrangements – contract variation requests
• temporary working arrangements – workers’ rights
• working time – holiday and sickness issues
• data protection – obligations – subject access requests
• safeguarding – confidential information and trade secrets
• health and safety – risk assessments
• work-related stress - managing workers
• neurodiversity at work - managing workers
• industrial relations – dealing with union recognition – collective bargaining
• IR35 – assessments.

Preparing HR and employment documents

• employment contracts
• service agreements
• consultancy agreements
• settlement agreements
• COT3s
• staff handbooks
• policies and procedures
• response forms and grounds of resistance
• appeal forms and grounds of appeal.
  

Employment law claims and appeals

• defending claims by employees and ex-employees in employment tribunals
• defending and pursuing claims for breach of contract
• defending and pursuing appeals against employment tribunal decisions.

Representation in courts and tribunals

• in employment tribunals
• in county courts
• in the Employment Appeal Tribunal
• in the Court of Appeal
• in the Supreme Court.

Workplace mediation

Workplace mediation could be the way forward where:

• the relationship between employer and employee has not completely broken down, or
• working relations between work colleagues are strained

and the parties want to continue to work together.

For more information about workplace mediation click here.

HR and employment law training

In-house bespoke training for staff and managers on all areas of employment law.