Investigations, claims, disciplinary and grievances
Disciplinary and grievances
As experts in managing Employment Tribunal claims we’ll always provide you early on with a realistic assessment of the case and the prospects of success. We’ll combine this with commercial and strategic advice to ensure the best possible outcome for your business.
Managing investigations and inquiries
Protecting your business and your data
Contracts and service agreements
We can develop a range of contracts, including Executive Service Agreements, contracts of employments, fixed term contracts, casual worker agreements and zero hour contracts. If you need trainee or apprenticeship agreements or consultancy agreements, we can help with them too.
Our agreements can help you manage risks and will be designed to protect your business with tailored restrictive covenants, confidentiality clauses, intellectual property clauses, and defamatory comments, social media, and flexibility and mobility clauses.
Data protection and GDPR
Data subject access requests (DSARs)
The receipt of a Data Subject Access Request (DSAR) from an employee or ex-employee can provide significant challenges for any business. With only one month to meet your legal obligations to evaluate a potentially enormous quantity of emails and other digital records, it’s not uncommon for an organisation to feel somewhat overwhelmed.
With our expertise in data protection law, we can also minimise your costs and legalities. This ensures that the handling of your DSAR request is not just fully compliant, but also cost effective.
Employment contracts, policies and handbooks
We can also review your existing documentation to ensure it is fit for purpose and provide recommendations on how you could improve it.
Post termination restrictive covenants and confidentiality
We can work with you to develop the right clauses for your business, ensuring they adequately protect your interests and are enforceable, if needed, by the Courts.
The types of absence we can help you with include:
- Sickness and disability
- Unauthorised absence
- Compassionate leave or public service duties
- Maternity, Paternity or Adoption leave
The Equality Act 2010 makes it illegal to discriminate against any worker on the grounds of a disability. The Act places the responsibility on an employer to consider and make reasonable adjustments for employees, helping them to overcome disadvantages that result from their disability. A failure to do so could expose your business to discrimination claims.
By understanding your legal obligations and how to address the needs of disabled members of staff, you can help protect your business whilst also creating a fairer and more productive work environment for everyone.
Equality and discrimination
Equality impact assessments
Equal pay, wages and working time regulations
Employers with over 250 members of staff are now required to report on their Gender Pay Gap. We can work with you to conduct a Gender Pay Gap Review of your business, and provide guidance on publishing your report.
Family and pregnancy
Restructuring and Exits
Managing and negotiating employee exits
Redundancy and business restructuring
TUPE applies to the purchase, sale or merger of a business, or if there is as transfer of a contract to a new service provider. We can provide guidance on your obligations under TUPE Regulations as well as strategic advice on the implications to your business. We can also help you manage consultations or due diligence processes and review employee contracts and terms and conditions.
Looking for information for employees?