Employment Law Support for Employers

Recruitment, disputes, discrimination, absence management are just a few of everyday employment law issues which throw up various challenges and where external employment law support is beneficial. Employers need to respond with even-handedness, clarity and confidence.

Recruitment

• Drafting compliant job adverts and avoiding discriminatory criteria.
• Structuring interview processes to minimise bias.
• Ensuring contracts and onboarding reflect legal requirements from day one.

Discrimination and Equal Pay

• Preventing direct and indirect discrimination in recruitment, promotions, and disciplinary action.
• Addressing equal pay concerns and implementing audits where necessary.
• Responding appropriately to discrimination grievances and claims.

Contracts and Policies

• Distinguishing between contractual obligations and handbook guidance.
• Understanding when and how terms can be varied — especially post-TUPE.
• Family related statutory rights – Maternity, Paternity, Neo – Natal, Parental leave

Employee Conduct, Capability and Absence

• Knowing when a misconduct issue justifies investigation or formal proceedings.
• Instituting performance improvement plans effectively.
• Investigating, formulating correctly aligned charges, and ensuring disciplinary outcomes are well-reasoned and procedurally fair.
• Managing absence fairly, particularly where disability may be a factor. Is it a question of genuine absence or is malingering at play.

Data Protection and Subject Access Requests (SARs)

• Complying with UK GDPR and DPA obligations in handling employee data.
• Managing SARs effectively and within statutory timeframes.
• Protecting confidential data during investigations or disputes.

ESG (Environmental, Social and Governance)

• Aligning employment policies with sustainability and social responsibility commitments.
• Managing reputational risk through transparent HR practices.
• Ensuring workforce-related ESG metrics are supported by documented procedures.

Human Rights

• Observing rights to privacy, freedom of expression, and belief in the workplace.
• Balancing employer controls (e.g. monitoring) with rights to respect and dignity.
• Managing religious or philosophical belief-based accommodations.