Managing employees brings both unique challenges and opportunities. When workplace issues arise, it is important that you are advised on how to navigate employment law with confidence and proficiency.
Whether you are dealing with redundancies, grievances, disputes over contracts, or tribunal claims, there is always a risk that matters will escalate and become costly and disruptive to the business. Resolving these issues is rarely easy, and policies and procedures may lay you out.
At Clifton Ingram, our employment law solicitors for employers provide practical, clear guidance to help you manage workplace challenges. We work with businesses of all sizes to minimise risks, resolve disputes, and safeguard you, your reputation, and your employees, allowing you to run your business with confidence.
For immediate support, please contact our team, or you can read our FAQS to learn more about employment law for employers.
Contact our employment law solicitors for employers in Farnham, Reading and Wokingham today
Our team works from offices in Farnham, Reading and Wokingham. We advise on employment law for employers in the UK all over Berkshire, as well as Oxfordshire, Buckinghamshire, Surrey and further afield.
Speak to one of our employment law solicitors for employers today by calling 0118 978 0099 or using our contact form, and we will respond quickly.
Why trust Clifton Ingram for employment law advice?
- One of the leading employment law teams in the Thames Valley and M3 Corridor, through to Surrey and the surrounding areas.
- Regularly providing advice to clients in Farnham, Reading and Wokingham and across all of Berkshire and the surrounding areas.
- Impressive rankings in the respected client guide, The Legal 500.
- Holding the Lexcel legal practice quality mark for our outstanding client care and risk management procedures.
- Decades of experience with successfully resolving employment law matters for employers.
Our employment law for employers services include:
- Employment Law Training
- Settlement (Compromise) Agreements
- Contracts and Policies
- Disciplinaries and Dismissals
- Disputes and Tribunal Claims
- Employment Status, IR35 and Related Issues
- Redundancy / Restructuring
- TUPE
Our employment law for employers services:
Employment Law Training
It is essential for businesses to stay compliant with employment legislation. One of the most common ways to do so is through employment law training which is designed to equip HR teams, managers, and business owners with the practical knowledge that they need to navigate workplace issues.
Our skilled employment law solicitors provide training that covers equality and diversity training, how to handle grievances, conduct fair investigations, and manage disciplinary procedures. We will tailor our sessions to the needs of your organisation, perform an employment law health check to highlight any areas of concern, and provide practical legal advice for employer groups.
Settlement (Compromise) Agreements
A settlement agreement, formally known as a compromise agreement, is a confidential and legally binding agreement to end an employment relationship. Our employment lawyers can draft and negotiate settlement agreements that are tailored to your needs.
We ensure that complex negotiations are appropriately handled, protecting your business interests whilst ensuring full compliance with UK employment law. We handle complex negotiations, post-termination restrictions, and confidentiality clauses all with precision and sensitivity.
Contracts and Policies
Clear, compliant contracts and workplace policies can form the foundation of good employee management. From remote working clauses to restrictive covenants, our employment law solicitors draft, review, and update employment contracts, HR policies, and staff handbooks.
Our employment law services ensure that your documentation meets current legal standards and supports your business objectives. As employment law solicitors, we also provide practical and expert legal advice for employers on how to implement new policies correctly.
Disciplinaries and Dismissals
Handling disciplinary matters or dismissals can be uncomfortable and difficult, particularly for new managing staff or over serious matters. Whether you need one-off employment advice or ongoing and tailored HR support, our employment lawyers for employers can help.
We can help ensure that your policies and procedures follow the ACAS Code of Practice and reduce the risk of unfair dismissal or constructive dismissal claims. Our employment law specialists will guide you through every step of the process, including investigations, suspensions, and conducting hearings.
Disputes and Tribunal Claims
Employment disputes and Tribunal claims can be expensive and time-consuming if improperly handled. It is important that the risks are properly assessed and your defence is prepared with the aim of resolving disputes through peaceful mediation or negotiation wherever possible.
Our employment law solicitors can provide robust representation and strategic advice for employers facing whistleblowing claims, grievances, discrimination allegations, and Employment Tribunal claims, ensuring that you fully understand your obligations and rights, and protecting your reputation wherever possible.
Employment Status, IR35 and Related Issues
It is crucial for businesses engaging with consultants, contractors, or self-employer workers to understand employment status and IR35 rules as they relate to determining employment status and the relevant tax and legal risks.
Our employment law specialists can help employers draft fully compliant and legally sound agreements for managing hybrid teams, off-payroll working, and the impact of HMRC regulations on their businesses.
Redundancy / Restructuring
When your organisation needs to adapt to difficult circumstances, our employment lawyers for employers can help you to make the changes you need. We advise on consultation requirements, redundancy pay entitlements, and alternative roles.
Our focus is always on achieving legal compliance so that you can focus on maintaining staff morale during redundancy and restructuring transitions. Our tailored employment law services will always prioritise confidentiality and reducing the risk of backlash.
TUPE
Transfer of Undertakings Protection of Employment (TUPE) regulations apply when a business, or part of it, is transferred to a new employer. Whether you are squiring, outsourcing, or restructuring, it is important that you follow expert guidance to ensure that the process runs legally and smoothly.
Our employment law solicitors are experts at guiding businesses on meeting TUPE obligations and managing the transfer efficiently whilst protecting employee rights and your business.
Learn more about employment law for employers:
- What are the main pieces of UK employment legislation I need to be aware of?
- How do I ensure I'm complying with the National Minimum Wage and National Living Wage regulations?
- What are the rules about working hours, rest breaks, and holiday entitlement?
- What is a fair and legal disciplinary and grievance procedure, and why is it crucial to follow it?
- What are my legal responsibilities for employee health and safety in the workplace?
- What do I need to do to comply with data protection law when handling employee information?
- What are the fair reasons for dismissing an employee?
- What is the legal process for a fair redundancy?
What are the main pieces of UK employment legislation I need to be aware of?
UK employment law is mostly determined and influenced by statutes, regulations, and case law. Your employment law specialist will have expert insights into everything that could apply, but the most important pieces of legislation include:
- Employment Rights Act 1996, which covers key rights for employers
- Equality Act 2010, which prohibits discrimination in the workplace
- Health and Safety at Work Act 1974, which outlines employer responsibilities for workplace safety
- National Minimum Wage Act 1998, which covers the setting of pay entitlements
- Working Time Regulations 1998, which covers working hours, paid holidays, and rest breaks, and;
- Data Protection Act 2018, which sets the rules for employee data handling.
How do I ensure I'm complying with the National Minimum Wage and National Living Wage regulations?
To comply with the National Minimum Wage, you must pay employees at least the applicable hourly rate depending on their employment status and age. The rates change each April, so you should take care to keep up to date, monitor employees’ ages, keep an accurate payroll, and ensure that any deductions do not reduce pay.
What are the rules about working hours, rest breaks, and holiday entitlement?
The Working Time Regulations 1998 govern this area, with specific regulations based on circumstances, but in most cases:
- Workers are entitled to a 20-minute break when a working day exceeds six hours
- Employees should not work in excess of 48 hours per week
- Workers should have at least 11 hours of consecutive rest between work days
- Paid annual leave entitlement is a minimum of 5.6 weeks per year.
Businesses can benefit from employment law services to ensure that contracts and staff handbooks are aligned with legal requirements.
What is a fair and legal disciplinary and grievance procedure, and why is it crucial to follow it?
A fair procedure will follow the ACAS Code of Practice, meaning that it should contain clear rules and expectations in written form, thoroughly investigate matters before action is taken, provide employees with an opportunity to respond, allow for hearings, and ensure that disciplinary decisions are consistent and proportionate.
What are my legal responsibilities for employee health and safety in the workplace?
Employers have to provide a safe and healthy environment under the Health and Safety Act 1974, which includes:
- Carrying out regular risk assessments,
- Providing suitable protective equipment and training,
- Having clear policies for sickness, accidents, and hazard reporting; and,
- Maintaining a workplace free of unsafe practices and harassment.
What do I need to do to comply with data protection law when handling employee information?
In order to comply with the Data Protection Act 2018, employee data must be:
- Collected lawfully, fairly, and transparently.
- Stored securely and only kept for as long as necessary.
- Used only for legitimate employment purposes.
- Accessible to employees upon request (subject access requests).
By obtaining expert employment legal advice in the UK, you can ensure compliance and avoid fines from national regulatory offices and the Information Commissioner’s Office.
What are the fair reasons for dismissing an employee?
Fair reasons for dismissing an employee include:
- Conduct issues such as misconduct
- Capability or qualification issues
- Redundancy
- Statutory illegality (meaning where continuing their employment would breach the law)
- Other substantial issues, such as business reorganisation.
What is the legal process for a fair redundancy?
A fair redundancy process involves:
- Establishing a genuine redundancy situation, such as the closure of a business, reorganisation, etc.
- Consulting with the affected individuals.
- Applying objective and fair selection criteria.
- Considering suitable alternative employment within the business.
- Where eligible, providing contractual or statutory redundancy pay.
Our employment law solicitors regularly provide employers with structured advice on making redundancies, minimising the risk of tribunal claims, and ensuring everything is managed legally.
Our employment law fees
Clifton Ingram provides clear, upfront cost estimates wherever possible and will take time to ensure that you receive a dependable suggestion of the fees involved. Rest assured that you won’t be met with any unwelcome surprises at any point during your legal process.
For straightforward matters, we can offer fixed fees. If this is not possible, we will provide a realistic fee range so that you can proceed with us. We’re committed to providing excellent service regardless of your personal financial situation.
To find out more information about our employment law solicitors’ fees, please get in touch by using the contact details below.
Contact our employment law solicitors for employers in Farnham, Reading and Wokingham today
Our team works from offices in Farnham, Reading and Wokingham. We advise on employment law for employers in the UK all over Berkshire, as well as Oxfordshire, Buckinghamshire, Surrey and further afield.
Speak to one of our employment law solicitors for employers today by calling 0118 978 0099 or using our contact form and we will respond quickly.