“They are excellent. We're very happy with their service and they know our business.”
It is recognised for its long standing client relationships and pragmatic, strategic and effective advice in such areas as restructuring and reorganisations, redundancies, trade union issues, employment tribunal claims, employment contracts and service agreements, discrimination issues and claims, corporate acquisitions, outsourcing, transfer of undertakings (TUPE), whistleblowing, grievances and immigration.
Our large team of employment lawyers, many of whom are recognised as leading practitioners within their field, have a wealth of experience in all areas of employment law, including:
Such work is carried out across a number of industry sectors encompassing a wide range of clients in the public and private sectors - see Related Expertise for a full list.
Our specialist employment lawyers act for a wide range of clients, from individuals to household names including some of the leading organisations in their respective fields. Examples include:
|PHS (Personnel Hygiene Services Limited)||DAS||RNLI|
|Principality Building Society||Thames Valley Police|
|The NHS in Wales||Huawei Technologies (UK) Ltd||MacIntyre Care|
|Swansea University||Apollo Fire Detectors||Imtech Traffic and Infra|
|Russell & Bromley Limited||Oxford University Colleges||Square One Resource Ltd|
|Dolce & Gabbana||Bedfordshire Pilgrims Housing Association||St John Cymru|
Our Employment team has provided specialist advice in many complex and highly sensitive cases. Examples include acting for or providing advice to:
“‘Scoring highly' for ‘performance and value'.”
“I would highlight the expertise and reliability of the team - the lawyers always do what they promise, on time, and in budget.”
No fewer than three legal experts from Blake Morgan will be speaking at the annual Payroll World Spring Update Conference 2015 in London on 19th March 2015.
We are holding a series of Employment Club Seminars throughout 2015.
Implementing changes in the workplace can be challenging for employers and varying terms and conditions of employment is often particularly problematic.
The long expected changes to the Tier 1 (Investor) visa category come into force today, 6 November 2014.
We look at recent developments concerning Employment Tribunal fees, which have been consistently challenged as denying access to justice since their introduction a year ago.
Vicky Schollar considers the Government's final proposals for zero-hours contracts, whether they will be effective and, after all the debate, some of the issues that have not been addressed.
One of the key steps in ensuring that a fair procedure is followed during disciplinary proceedings is carrying out a reasonable investigation to establish the facts of the case and whether or not there is a case to answer.
The Leicester Employment Tribunal (ET) has ruled that words should be added to the Working Time Regulations 1998, effectively bringing commission and other similar payments into the calculation of holiday pay.
The Working Time Regulations 1998 state that workers are entitled to a minimum of 5.6 weeks' paid holiday a year, which equates to 28 days' paid holiday for a full time worker. Of course, an employer may provide more than this if it chooses to.
We have provided in-depth assistance to a national provider of learning, support and care for children and adults with learning disabilities.
We are the lead employment advisers to the Welsh Government and Welsh Ministers