About Us

Sometimes you’re after a quick answer rather than spending hours researching the question yourself. By using a solicitor, you have access to the equivalent of an in-house legal department that can advise you on all areas of employment law (and commercial law). Furthermore, you are going directly to the people you need. There are a number of HR and legal support services out there that are not legally qualified but provide ‘legal’ advice. Even they end up coming to us to check what they are advising is correct. You can pass the middle person and instruct us directly. Importantly to protect your business, by using a solicitor, you benefit from Legal Professional Privilege (LPP) on all correspondence and communication between you and your professional. LPP only applies to advice from legally qualified lawyers (i.e. solicitors and barristers) and means the advice we give you is not disclosable to an employee or in legal proceedings. You are using an expert in the law who has spent years of training and has years of experience in putting it into practice (and standing before judges to know how the courts and tribunals apply the law in practice).

We provide a range of services to suit your budget, ranging from hourly rates (£250 p/h plus VAT) to fixed fee or retainer services. Our retainer services price varies subject to the size of the business/number of employees. We also offer discounts on referral services for our retainer. Our retainer services include telephone and email advice, newsletters with updates in the law, discounts on fees, contract/handbook reviews*, settlement agreement assistance* and in-house seminars* to name some of the benefits (* subject to retainer package taken). Please see our Annual Membership for more information or Contact us for further details.

We expect whatever it is you have visited our webpage for, we can assist with it if covers employment law or commercial law matters (such as contracts, shareholders agreements, directors’ queries, terms of service etc). With our employment law services in a nutshell, if you require HR services, we can accommodate it. This ranges from day-to-day employment matters such as disciplinaries, grievances, and sickness absence to more complex issues such as TUPE transfers, data protection and redundancies. We also cover a range of commercial and corporate services from reviewing terms of business to debt chasing and collection services and advising on Director and Partnership matters. Plus if you do not see it listed, contact us as it is likely we can accommodate you; there is only so much that can be written on a webpage.

Settlement agreements (which used to be called Compromise Agreements) can be offered by either the employer, or the employee can ask for one. It is a contract which usually gives a financial package in exchange for the employee leaving their employment and not pursuing any grievance, subject access request, or claim against their employer. When being given a settlement agreement (the actual full terms), employees should be given 10 calendar days to make their decision on it (accept it, reject it or start to negotiate on the terms).

Employees who have two or more consecutive years service with their employer should not be dismissed without a fair reason and a fair procedure being followed. The main categories to show a fair reason for dismissal are conduct, performance, capability, redundancy, business reorganisation or some other substantial reason. However, just because an employer has a fair reason, they still need to go through a procedure, such as a disciplinary hearing, or performance management process. Employees with less than two years of service can risk being dismissed without a fair reason or fair procedure. Unless the reason for dismissal is an automatic one, they will not be able to claim ordinary unfair dismissal. Discrimination may or may not come into play so contact us to discuss further.

If you want assistance with a letter to send to your employer drafted from you, or to be sent by us, we can provide this service for a fixed fee so contact us for a quote. For example, if you have a grievance and want to make a complaint, we would draft the letter and following receipt of the grievance outcome, we would advise on its contents and your next steps; in this example, the next steps would usually be to lodge an appeal. We can provide this ongoing service for a further fixed fee for the next stage letter but given the next steps could then result in multiple letters/correspondence, it may be worthwhile considering instructing us using our other fee options instead.

If you have taken the step to ask for legal advice, chances are your employer has done something wrong. Whilst we don’t provide free advice and we cannot advise you if you are not a client with us, we offer a fixed fee for initial consultations to discuss your matter and advise you on your legal position and various options for the next steps. Please see our initial advice fee options.