“As a large firm, they're always courteous, accurate and very timely in their advice.”
Our advocacy supports all the sectors in which the firm has an established reputation including public sector, retail and leisure, manufacturing, health and social care, corporates, charities, owner managed businesses, construction, financial services and education.
We also provide the option of a fixed fee insurance backed service, Vigil.
Our dedicated advocacy team represents our clients throughout the United Kingdom in the Employment Tribunals and also before the Employment Appeals Tribunal defending claims such as:
Our team represents a wide range of employers including owner managed businesses, national and multi-national businesses, local authorities, Welsh Government, NHS Trusts, charities, schools and higher education institutions having achieved national recognition for our work in this field.
“It is easy to get bad advice on education and employment issues, but this firm has given excellent advice, and we have been guided extremely well. The lawyers are terrific; very helpful, know what we need and are tremendously reassuring”
What are the perils involved for employers where employees use instant messenger applications to discuss work-related matters?
Are you ready for the April 2019 Employment law developments?
With the deadlines of 30 March and 4 April 2019 for gender pay reporting, we look at recent developments and what employers need to know as they publish their second set of data.
Michelle Lawlor-Perkins discusses GDPR six months on in People Management.
Carrying out redundancies fairly is crucial to avoid the risk of costly litigation. A recent EAT decision about "bumping" is a useful reminder to employers that, depending on the circumstances...
Blake Morgan's employment specialist, Debra Gers, comments on maternity disclosure survey.
Matthew Smith discusses a recent Supreme Court decision that confirmed a common-sense approach to the meaning of ‘unfavourable treatment’ under section 15 of the Equality Act 2010.
A recent Court of Appeal decision provides useful guidance for employers and held that there is no breach of the implied term of trust and confidence where there is reasonable and proper cause to suspend an employee from work pending investigations.
How can employers avoid treating employees unfavourably because of something arising in consequence of their disability?