For businesses · Employment law for employers
Handling people issues properly, first time
Most employment problems are easier and cheaper to deal with early. We give managers and business owners clear, practical advice they can act on.
Overview
For most employers, employment law matters day to day rather than in the tribunal. Clear contracts, sensible policies and a fair process for disciplinaries, grievances and redundancies reduce risk and save management time. When a problem does arise, early advice usually keeps options open.
We advise owner-managed businesses and growing employers on the full employment relationship, from recruitment and contracts through to exits. Where an exit is negotiated, a settlement agreement can resolve matters with certainty, but it only works if the employee takes advice from a relevant independent adviser. Our guide to settlement agreements explains the basics.
Employment law is changing, and some reforms are being introduced in stages. We check our advice against the rules in force at the time and flag changes that may affect your contracts, policies or plans.
When you might need us
- Your contracts and handbook haven’t been reviewed for several years
- You need to manage a conduct, performance or sickness absence issue fairly
- You are planning a restructure and may need to make redundancies
- You are buying or selling a business and employees may transfer under TUPE
- You want to agree an exit with an employee through a settlement agreement
- You have received an Acas early conciliation notification or a tribunal claim
What we cover
Contracts and policies
We draft and review employment contracts, director service agreements and staff handbooks so they are clear, current and workable for managers.
Disciplinary, grievance and performance
We guide you through fair processes in line with the Acas Code of Practice, from the investigation to the appeal.
Redundancy and restructuring
We help you plan selection, consultation and alternative roles, and explain the collective consultation duties that apply above certain thresholds.
TUPE
Where a business or service changes hands, we advise on which employees may transfer, information and consultation duties and how to manage the transfer.
Settlement agreements and exits
We draft settlement agreements and advise on negotiating a managed exit, including confidentiality, references and any restrictive covenants.
Tribunal claims
We advise during Acas early conciliation and, if a claim proceeds, prepare your response and represent the business through the tribunal process.
How we approach it
Understand the business
We learn how your business works, who makes decisions and what outcome you need, so advice fits your operation.
Advise early and practically
We give clear steps managers can follow, with template letters and scripts where they help.
Manage risk proportionately
We explain the legal risk alongside the commercial and people considerations, and help you choose a sensible route.
Defend when needed
If a dispute escalates, we assess the claim frankly, explore settlement where appropriate and defend it robustly where it is right to do so.
What you can expect from us
- Clear costs and scope agreed before work begins
- A named adviser who knows your business
- Practical guidance managers can act on
- Quick responses when a decision is time-sensitive
- Updates on legal changes relevant to your workforce
Who you will work with
Related insights
Questions clients often ask
Does the Acas Code of Practice apply to us?
The Acas Code of Practice on disciplinary and grievance procedures applies to most employers. It isn’t legally binding in itself, but tribunals take it into account, and an unreasonable failure to follow it can lead to an adjustment in compensation. Following a fair process also tends to lead to better decisions.
When is a settlement agreement binding?
For a settlement agreement to validly waive statutory claims, it must be in writing, relate to particular complaints, and the employee must have received advice from a relevant independent adviser, who is identified in the agreement. Employers often contribute towards the cost of that advice.
What happens if an employee contacts Acas?
Before bringing most tribunal claims, the employee must notify Acas, which will contact both sides to offer conciliation. This is often a useful opportunity to resolve matters without a claim. We can advise on your position and any offer before you engage.
Is employment law changing?
Yes. Significant reforms are being introduced in stages, affecting a range of rights and processes. We check advice against the rules in force at the time and can help you review contracts and policies as changes take effect.
This page is general information about employment law in England and Wales, not legal advice, and the law is changing, so advice will depend on your business’s individual circumstances and the rules in force at the time. Harton & Vale Legal is a fictional firm created as a design concept, so nothing here is legal advice. About this concept.
Make an enquiry
Talk to us about employment law for employers.
Tell us briefly what has happened and what you would like to achieve. There is no obligation, and we will be straightforward about whether we are the right people to help.
We read your enquiry
A member of the relevant team reviews it, usually within one working day.
A short, no-obligation call
We ask a few questions, explain how we could help and outline the likely next steps.
Clear terms before any work
If you would like to go ahead, we confirm the scope, who will handle it and the costs in writing.