Employment

We support individuals facing disability discrimination at work, offering clear, expert guidance on your rights and the options available to you. Our team can assess whether your condition may meet the legal definition of disability, advise on unfavourable treatment, reasonable adjustments, and discriminatory policies, and help you challenge unfair decisions. We provide strategic advice during grievances, capability processes, sickness absence management, and negotiations with your employer. Where necessary, we support you with Employment Tribunal claims, ensuring your case is presented effectively. Our focus is on protecting your position, securing fair treatment, and achieving the best possible outcome. 

We provide specialist advice and representation to employees on all aspects of workplace discrimination. We understand that discrimination issues are often deeply personal and legally complex, and our approach is to offer clear, practical guidance tailored to the individual circumstances of each case.

Most employment relationships will be underpinned by an employment contract. An employment contract will ordinarily set out the key terms of your employment and any restrictions following the termination of your employment. If you have been provided with a new employment contract or are looking to leave your current employment and want advice on the terms of your contract, our team of specialised employment lawyers can provide pragmatic and practical advice and identify any clauses of which you should be specifically aware.

Whether it is advice on raising a grievance, being involved in a disciplinary or capability process, long term sickness absence, performance improvement plan, adjustment to the workplace or working practices, warnings or even the termination of your employment, we can advise and support you throughout.

Our team of employment lawyers have significant experience in advising on workplace disputes and can provide you with practical and pragmatic advice to help and support you with resolving any dispute that you have with your employer.

Our employment lawyers advise individuals on employment status and alternative working arrangements, helping you understand your rights whether you are an employee, worker, consultant or agency worker.

Under equal pay legislation, every employee has the right to equal pay for equal work in the same employment. Equal pay applies where men and women perform like work, work rated as equivalent, or work of equal value, unless a difference can be objectively justified. Unequal pay may also amount to unlawful discrimination under the Equality Act 2010. With increased focus on pay transparency following the Employment Rights Act 2025, and the wider influence of the EU Pay Transparency Directive on UK best practice, employees are better placed than ever to challenge unfair pay. We support individuals at every stage of the equal pay process. 

This service is designed for employees, workers and former employees who are concerned they may be underpaid compared to a colleague of the opposite sex. 

The IR35 and Off-Payroll Working Rules place significant obligations on businesses engaging contractors through intermediaries, such as personal service companies. Determining employment status correctly is essential, as getting it wrong can result in tax liability, penalties and wider commercial risk.

We support businesses in making and documenting status determinations, reviewing contractor arrangements and implementing compliant processes. Our advice is practical and aligned with how your business operates, helping you manage risk while maintaining flexibility in your workforce.

Restrictive Covenants or Post Termination Restrictions are a valuable tool in protecting a business from a departing employee by ensuring that confidential information, commercial connections and remaining workforce are secure.

We have developed a business protection questionnaire designed to provide you with an overview of your business’s employment protections based upon some key questions.

Please click below to complete the questionnaire and get an initial report on your business’s protection.

Get your free report here.

Whilst post-termination restrictions/restrictive covenants can be an effective way of securing your business, it can be a complex area with the risk that such restrictions are not enforceable, leaving an employer without the protection against former employees that it needs.

Our employment team can provide you with expert advice to establish an effective post-termination strategy including:

• reviewing your current level of protection.
• drafting post-termination restrictions in contracts of employment
• reminding employees of their continuing obligations on exit; and taking swift legal action when restrictions are breached.
• For new hires, we can review the contracts of employment with their previous employer to advise on the extent of their restrictions and how this could impact their role with the new employer.
• Enforcement of post termination restrictions including, where necessary and appropriate, seeking injunctive relief.

You may have experienced pregnancy or maternity discrimination if your employer has treated you unfavourably because you are pregnant, have a pregnancy-related illness, are on maternity leave, or are returning to work following maternity leave.

Examples of pregnancy or maternity discrimination can include:

• Being overlooked for promotion or training opportunities because you are pregnant.
• Being subjected to unfair criticism or performance concerns related to your pregnancy.
• Being treated unfavourably because of pregnancy-related sickness absence.
• Being selected for redundancy because you are pregnant or on maternity leave.
• Being denied time off for antenatal appointments.
• Being treated differently or less favourably on your return from maternity leave.

The law provides specific protection from the beginning of your pregnancy until the end of your maternity leave (or equivalent leave), or, if you are not entitled to maternity leave, for a period following the end of your pregnancy.

If you believe you have been treated unfairly because of your pregnancy, maternity leave or a pregnancy-related condition, our specialist employment lawyers can advise you on your rights, assess the strength of any potential claim and help you decide on the most appropriate next steps.

In the UK, individuals are protected against a variety of different types of discrimination under the Equality Act 2010. The different types of discrimination are:

• Direct Discrimination
• Indirect Discrimination
• Harassment
• Victimisation
• Discrimination Arising from Disability
• Associative Discrimination
• Perceptive Discrimination

The protected characteristics:

• Age
• Disability
• Gender Reassignment
• Marriage and Civil Partnership
• Pregnancy and Maternity
• Race
• Religion or Belief
• Sex
• Sexual Orientation

All job applicants, employees, workers and contractors are protected against discrimination at work. If you feel you are being treated poorly at work our team of specialist employment lawyers can guide you through this complex area and advise you on your rights and options.

A redundancy situation occurs when the Company identifies the need to reduce the number of employees that it employs. The need to make redundancy will be caused by one of the following situations.

• Closure of the Business
• Closure of one of the Business sites
• Diminished requirements of the kind of work that the employee undertakes

Our team of specialist employment solicitors will be able to assist you with identifying the need to make redundancies and provide advice and assistance as to how to follow the correct redundancy process.

A settlement agreement is a document provided to an employee by their employer with the intention of terminating employment and settling any potential claims the employee may have arising out of their employment or its termination. The agreement generally includes a Termination Payment as compensation for the waiver of claims.

Our team of specialist team of employment solicitors are able to provide you with advice on the terms and effect of the settlement agreement as well as the offer which has been made to you. In most cases, the settlement agreement will include a legal fee contribution which will cover the review and advice on the terms of the agreement.

If you have a dispute with your employer, we can also look to assist you with negotiating a favourable exit and requesting a settlement agreement.

We advise employees on their rights and protections under TUPE when a business or service changes hands. Our advice covers whether TUPE applies, what a transfer means for your role, job security and continuity of employment, and how your pay, benefits and other terms are affected. We also support employees with consultation rights, proposed changes to terms, restructures or dismissals connected to a transfer.

Raising concerns at work can feel risky, particularly if you are unsure how your employer will respond. Getting the right advice early can make a significant difference to how things unfold.

We advise employees, workers and senior executives on whistleblowing and protected disclosures – from deciding whether to raise concerns through to dealing with the consequences.

If you have already spoken up and are facing difficulties at work, we can help you understand your rights and options, including whether you may have a claim. Our approach is practical, discreet and focused on protecting your position.