Advice when you need to act
Many employment problems are not disputes yet. A manager needs to deal with poor performance, an employee has been off sick for months, or you are planning a restructure. Making the right decision at this stage, and following a fair process, is often what prevents a claim later. We give business owners and HR teams practical legal advice on these issues as they arise.
Dismissals carry particular risk. To dismiss fairly, an employer generally needs a potentially fair reason under the Employment Rights Act 1996, such as conduct, capability or redundancy, and must act reasonably, including following a fair procedure. We help you plan each step, prepare letters and keep a clear record, so your decisions can be explained if they are challenged.
Redundancy and restructuring need careful planning. Where you propose to make 20 or more employees redundant at one establishment within 90 days, collective consultation duties apply, alongside your duties to individual employees. Business transfers and outsourcing can bring in the TUPE Regulations 2006, which carry their own information and consultation obligations. These rules are among those being reformed by the Employment Rights Act 2025.
We also advise on family leave, flexible working requests, absence and sickness, discrimination risks and workplace investigations. You get advice tailored to your business and the people involved, from a team that also represents employers at tribunal and understands how management decisions are examined there. That means the advice you receive today is shaped by how it may need to be defended later.
What we do for you
- Discipline, performance and capability
- Sickness absence and long-term ill health
- Redundancy and restructuring
- Business transfers under TUPE
- Flexible working and family leave requests
- Workplace investigations
