Employee contracts
We review or draft employee contracts tailored to your business — checked for consistency and legal compliance. Full time, part time, permanent, and fixed-term / project contracts.
Employee handbook
A tailored handbook setting out your policies, expectations and what employees can expect from you. Typically covers:
- Absence, capability and disciplinary
- Grievance and whistleblowing
- Equal opportunities and discrimination
- Annual, maternity and paternity leave
- Flexible working and long-term sickness
- Alcohol, drugs, mobile and social media
HR review
A full review of your existing HR processes with practical recommendations, including:
- Paperless personnel files
- Absence, return-to-work and self-certification
- Holiday request workflow
- Training records
- Change-of-details protocol
Employment law advice
Specialist advice tailored to your business — after the event, or working with you to prevent problems.
- Disciplinary and dismissal
- Redundancy and probation
- TUPE
- Disputes and grievances
- Sickness, holidays and notice pay
- SSP and minimum wage
Employment Tribunal litigation
Sound commercial advice and representation at the Employment Tribunal and EAT — from ET1 response to final hearing. We defend claims including unfair dismissal, breach of contract, discrimination (all protected characteristics), collective consultation, equal pay and redundancy pay.
Discrimination claims
Expert defence of discrimination claims under the Equality Act — including advice on exposure before a claim is issued. We cover age, disability, gender and gender reassignment, marriage / civil partnership, race, religion, sex and sexual orientation.
Settlement agreements for employers
A settlement agreement is a legally binding contract used to end the employment relationship or resolve a dispute. It waives the employee's right to bring covered claims in return for an agreed payment — giving both sides a permanent, mutually acceptable outcome.
When are they most useful?
Where the working relationship has broken down and termination is on the table, during redundancy to confirm enhanced pay, or to resolve a discrete workplace issue such as a dispute over pay or benefits.
When can I suggest one?
Ideally after a review or performance discussion, or where both sides want a clean break on amicable terms. Care is needed — a settlement agreement must never be used in a way that indicates discrimination.
How we work
Fixed-fee drafting, ad-hoc HR and employment-law support, retainers, and tribunal defence. Same-day turnaround where needed. See our pricing page for indicative fee ranges, or get in touch for a tailored quote.