- An employee has raised a grievance — what first?
- Follow your written procedure precisely and document each step. Call us early: procedural mistakes in the first week are the most common reason otherwise defensible decisions fail.
- Are non-compete clauses enforceable?
- Only where they are reasonable in scope, geography, and duration, and protect a legitimate interest. We draft covenants that are narrow enough to stand up in practice.
- Do you act for individuals as well as employers?
- Yes, we advise senior executives on offers, exits, and settlement agreements, subject to conflict checks.
- What makes a dismissal fair?
- A permitted reason, a fair procedure, and a decision within the range a reasonable employer could reach. Most claims that succeed do so on procedure, not on the underlying reason.
- How do settlement agreements work?
- The employee waives specified claims in return for agreed terms, and must take independent legal advice for the waiver to bind. We draft the agreement, handle the without-prejudice conversation, and keep the tax treatment clean.
- What are our obligations during a redundancy process?
- Use an objective selection pool and criteria, consult meaningfully before any decision, search genuinely for alternative roles, and follow collective consultation rules once thresholds are met. We build the timetable and the paperwork with you.
- How should we handle a flexible working request?
- Respond within the statutory timeframe, consider the request properly, and if refusing, base it on one of the permitted business grounds with your reasoning recorded. A trial period often resolves it without a dispute.
- Can we hire contractors instead of employees?
- Yes, but status is judged on the reality of the working relationship rather than the label in the contract. We review your arrangements for employment-rights and tax exposure before it becomes a retrospective liability.
