Employment law services for employers

Our promise: transparent, flexible, tailored legal fees from the outset

Employment law isn't just a minefield: with ever-changing UK and EU legislation, it's a field in which the mines keep moving! Using our up-to-the-minute knowledge and expertise, we can help you to avoid or at least minimise workplace issues saving you time, money and trouble. And with the Brexit around the corner, we can help you navigate the changes that lie ahead.

Our employment team provides you and your human resources team with guidance and strategic support. Whether you are reviewing your employment contracts, dealing with redundancies, implementing new policies or just dealing with the day-to-day running of your business, our employment team has the experience to help you achieve your commercial objectives.

How can we help?

We advise on all aspects of employment law and industrial relations with minimum fuss and a focus on being practical, pro-active and cost effective. Working closely with your HR or management team, we can provide strategic or emergency advice on the following:

  • Wrongful or unfair dismissal claims
  • Age, sex, race or disability discrimination
  • Redundancy
  • Breach of contract
  • Restrictive covenants and confidentiality
  • Boardroom disputes
  • Executive service agreements
  • Executive terminations
  • Maternity rights and parental leave
  • Business reorganisations / restructures
  • Transfers of undertakings (TUPE)
  • Holiday entitlement
  • Absence control
  • Disciplinary procedures
  • Grievance procedures
  • Representing employers at tribunals
  • Recruitment
  • Statutory sick pay

Our clients

We work with company directors HR professionals and SMEs who need expert employment law advice. Working closely with our Company and Commercial team, we also advise on a whole host of boardroom strategies and issues.

1-2-3 Employment Protect: our rapid response package

We also offer a simple, user-friendly, employment law service that supports your business and human resources team. For an annual fixed-cost, 1-2-3 Employment Protect’ offers a three-part employment law service which includes:

  1. A compliance review of your existing contracts, policies, procedures and handbooks.
  2. Support with strategic planning and regular updates to help you avoid employment claims.
  3. Access to a dedicated employment solicitor - when you need it - to help you make both day-to-day and more complex decisions.

We can also arrange full indemnity insurance to cover tribunal or legal fees.

Click here to find out more. 

Representing you at Employment and Employment Appeal Tribunals

Our goal is to help you avoid a costly visit to the Employment Tribunal. However, from time to time, clients do need us to represent them at a tribunal hearing. To find out how a tribunal works, click here to watch our mock tribunal video: it helps employers understand what can happen on the day.

Useful information

We've gathered together some of our articles and guides on recent hot topics relating to employment law on this page: Articles, guides and checklists on employment law. It contains, for example, links to:  


To discuss issues arising in the workplace of to request further information, contact Susan Mayall or make an enquiry today.



Latest Blogs

Persons with Significant Control

One of the main objectives of Companies House’s ( CH ) business plan for 2018-2019 is corporate transparency. At the heart of CH’s business plan is the proper identification and accurate presentation of information relating to Persons with...

Deals Hotting up During Heatwave Summer at Pearson Solicitors

It’s been a summer of successful deals for the corporate team at Pearson Solicitors, who have recently completed the third acquisition in quick succession for award-winning telecoms and IT provider, Communicate Better, helping their expansion into new...

When is an "agreement" a legally binding contract?

The question of whether or not your contract is legally binding can be straightforward when considering conventional contracts, however, there are circumstances in which greater scrutiny may be required in order to determine the (potentially) binding nature...

Should you open your business up to online reviews?

There has been a significant upturn in the number of businesses providing their customers with the opportunity to submit online reviews towards services and products. This platform has snowballed following the success of companies such as Amazon and Trip...

Is your business ready for the GDPR changes?

The General Data Protection Regulation is now in force as of 25 May 2018 and has introduced sweeping changes to the way that businesses and organisations can hold data and information, strengthening protection for individuals. Non-compliance with the new...

Latest News

Staff Christmas Parties - Don't Take Unnecessary Risks!

A Christmas party is a chance for staff to relax and enjoy each other's company. It's also a wonderful opportunity for employees to celebrate their achievements over the last year and for you to thank them for all their hard work. However, it's important to...

The Rules on Time Limits for Employment Tribunal Claims

An employee wishing to bring an unfair dismissal claim must do so within three months of their effective date of termination. Time limits for presenting claims to the Employment Tribunal (ET) are normally strictly enforced. If the deadline is missed, Section...

Employers - Are You Treating Misconduct Cases Consistently?

Some forms of workplace misconduct may appear so serious as to obviously justify dismissal as a matter of common sense. However, as an instructive decision of the Employment Appeal Tribunal (EAT) showed, the need for even-handed fairness and consistency is a...

Whistleblowing - Information or Allegation?

In Cavendish Munro Professional Risks Management Limited v Geduld , the Employment Appeal Tribunal (EAT) established the principle that, for the purposes of the whistleblowing provisions of the Employment Rights Act 1996 , to qualify for protection a...

Zero Hours Contracts - Legal Protections Are Not All One Way!

The debate about zero hours contracts has very much focused on the perceived lack of protection they provide to workers. However, as a case concerning a student who worked part time in a restaurant shows, they do not necessarily work in the employer's favour...