“They are attentive, personable and knowledgeable.”
“Clients rate the willingness to work with them to find solutions that achieve the best outcome.”
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||Universe Group PLC|
|Principality Building Society||Thames Valley Police||Wales Audit Office|
|NHS Wales Shared Services Partnership||Colt Group Limited||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|
|Wightlink||National Procurement Service for Wales||Nursing and Midwifery Council|
Our Employment team has provided specialist advice in many complex and highly sensitive cases. Examples include acting for or providing advice to:
“The quality of the advice is excellent and the delivery is timely.”
“The team will give advice and work with us to find a solution rather than say it can't be done.”
As the government launches a drive to increase the uptake of flexible working, Paula Kathrens outlines workers’ rights to work flexibly and the benefits to employers of such arrangements.
A warm welcome to Blake Morgan's Winter newsletter, keeping you informed of the latest developments in Employment Law.
Carrying out a fair disciplinary procedure is essential for avoiding unfair dismissal claims and the right to be accompanied is a key element of establishing fairness.
With just on a month to go until the one-off tax charge on disguised remuneration loans comes into effect, there is no sign that HMRC is backing off introducing the measure, or that the concern is going to be effective in stopping this implementation.
We take a look at negotiating a settlement agreement between an employer and an employee, where an employee waives their right to make certain claims, usually in return for monetary compensation.
If you are seeking springboard injunction relief in commercial litigation a recent case shows that it is best to justify the period of estimated head start using examples and factual material and where possible, independent evidence.
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.
In court proceedings injunctive relief may be granted to the claimant after successfully asserting a without notice application in circumstances where, for example, there is a case of extreme urgency or if there is a need for secrecy.
In this particular employment court case, the court had to rule on an interim injunction against a former employee for a possible breach of restrictive covenant. We explore in more detail.
“Helen’s been bullying me for the past 2 years and and I want to raise a grievance”.
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