Employment law for employers

Resolve disputes
before they escalate.

Practical advice to handle workplace disputes fairly and, where possible, resolve them without a tribunal.

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Legal 500 Leading FirmPreviously recognised
Highly CommendedLaw Society Excellence Awards 2021
160+Client reviews

Not every win needs a courtroom

Most workplace disputes start small: a grievance, a disagreement about pay, a complaint about a manager or a disciplinary issue. How you handle them in the early stages often decides whether they are resolved quietly or turn into a tribunal claim. Getting advice early puts you in a stronger position to deal with the issue fairly, and of having a clear record of what you did.

The ACAS Code of Practice on disciplinary and grievance procedures sets out the basic steps employers are expected to follow, such as investigating, holding a meeting, letting the employee be accompanied and offering a right of appeal. If a claim succeeds and the tribunal finds you unreasonably failed to follow the Code, it can increase the award by up to 25%.

Before bringing most tribunal claims, an employee must usually notify ACAS for early conciliation. This gives both sides a chance to settle the dispute with the help of a conciliator, and any agreement is usually recorded in a COT3. We can represent you in conciliation, assess the strength of the claim and advise whether settling makes commercial sense.

Where a negotiated exit is appropriate, we can prepare for without prejudice conversations and draft a settlement agreement. Throughout, our aim is to protect your business’s position, keep costs proportionate to what is at stake and leave you ready to defend the claim at a tribunal if it cannot be resolved by agreement.

What we do for you

Grievances and disciplinary matters handled fairly
Workplace investigations and outcome letters
ACAS early conciliation and COT3 agreements
Without prejudice negotiations
Settlement agreements where an exit is agreed
Early assessment of the risks of a claim

What we cover

Advice from the first sign of a dispute through to settlement.

Grievances
Handling complaints from staff properly, from first meeting to appeal.
Disciplinary matters
Investigations, hearings and outcomes that follow a fair procedure.
Early conciliation
Representing your business in ACAS conciliation and agreeing COT3 terms.
Negotiation
Without prejudice discussions to reach a commercial resolution.
Settlement agreements
Drafting and agreeing terms when employment is ending by agreement.
Risk assessment
A clear view of the likely claims and your exposure.

How it works

A measured approach that keeps your options open.

Understand the dispute

We review the facts, the documents and what has happened so far.
Advise on the options

We explain the risks and the routes available, from internal procedures to settlement.
Act

We guide your managers through the process or negotiate on your behalf, including through ACAS.
Resolve or prepare

We document any settlement properly. If the matter cannot be resolved, you are ready to defend it.

Key contact

Attiq Malik

Director and solicitor-advocate

Attiq is an experienced employment lawyer who has represented employees and businesses in a variety of matters, including those involving the RMT, T&G and CWU. He has a deep understanding of employment law and is skilled in negotiating settlements and representing clients in tribunals. He has acted for businesses ranging from SMEs to multinational companies.

Call 01582 853 783 Request a callback

What our clients say

Real feedback from the people we have represented, published on ReviewSolicitors and Google.

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Questions people ask

General information, not advice on your case. For that, speak to us — the first conversation costs nothing.

What is ACAS early conciliation?

Before bringing most employment tribunal claims, an employee must usually notify ACAS. A conciliator then contacts both sides to see whether the dispute can be settled. Taking part is voluntary, but it is often a useful opportunity to resolve the matter.

What is a COT3 agreement?

A COT3 is a binding agreement reached through ACAS conciliation. It can settle a claim before or after tribunal proceedings start. The wording decides which claims are settled, so it needs careful review.

Should we settle or defend a claim?

That depends on the strength of the claim, the likely cost of defending it and wider factors such as management time and reputation. We give you a clear assessment so you can make a commercial decision.

Can an employee be accompanied to a disciplinary or grievance meeting?

Workers have a statutory right to be accompanied by a colleague or a trade union representative at disciplinary and grievance hearings, where they make a reasonable request. Your procedures should reflect this.

Nothing on this page is legal advice, and no solicitor–client relationship is created by reading it. Every case turns on its own facts.

Tell us what has happened.

The first conversation costs nothing and commits you to nothing. Two offices, one emergency line, and a solicitor at the end of it.

Luton office

01582 853 783

43 Windmill Road
Luton LU1 3XL

9am to 5.30pm, Monday to Friday

London office

0208 528 1019

107–111 Fleet Street
London EC4A 2AB

9am to 5.30pm, Monday to Friday

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Resolve disputes
before they escalate.