Business Employment Law

We provide comprehensive support including drafting employment contracts and workplace policies, negotiating and preparing settlement agreements, and full defence representation at employment tribunals.

Employers should view tribunals as a last resort, only after attempts like mediation or settlement fail. Our employment law solicitors assist at every stage to improve your chances of success.

We ensure your contracts meet legal requirements and include custom clauses like bonus schemes, flexible working, mobility, restrictive covenants, share options, and training bonds.

Clear policies help ensure compliance, set expectations, and protect your business legally.

Settlement agreements are legally binding agreements between the employer and the employee to end employment on agreed terms, typically including compensation in exchange for waiving legal claims. It’s useful to avoid tribunals or disciplinary issues.

There’s no legal requirement, but it’s common practice, and often expected, for the employer to pay or contribute to the employee’s legal costs for independent advice.

You should allow at least 10 calendar days to review the agreement and seek independent legal advice, based on ACAS best practice. Complex cases may require more time.

Yes, either party can withdraw the offer at any time before both have signed. Until signatures are exchanged, the agreement is not legally binding.

Yes, these are legally valid and enforceable in the UK and can protect against the disclosure of confidential information. However, “protected disclosures” such as whistleblowing remain legally allowed.

Yes, every settlement agreement should be tailored, covering financial payments, references, confidentiality, restrictive covenants, and other terms, making independent legal advice crucial.

Templates can overlook legal nuances or fail to protect your business adequately. We recommend having a solicitor draft or review contracts to ensure legal compliance and business-specific protection.

A proper disciplinary policy should outline expected standards, investigation steps, possible sanctions, appeal processes, and timelines. We help ensure your policy is fair, clear, and legally sound.

At least once a year, or whenever there are major changes in employment law or your business structure. This helps reduce legal risk and keeps documents up to date.

Yes, restrictive covenants (like non-compete and non-solicitation clauses) are enforceable if reasonable in scope, time, and geography. We ensure these clauses are tailored to hold up in court if challenged.

Yes, but you must still follow fair procedures. Dismissals can still lead to legal claims (e.g., discrimination or whistleblowing), even during probation. We ensure your process follows best practices.

Yes. By law, you must give employees a written statement of terms on or before their first day. We can draft these documents to ensure they are complete and compliant.

You must follow a fair grievance procedure, which includes investigating complaints and offering a right of appeal. Poor handling may lead to constructive dismissal claims. We can help you set up or manage this process.