In a recent tribunal case we successfully defended a business facing claims of unfair dismissal and disability discrimination from a former employee. The employee had worked for our client in a manual handling role and had been signed off sick...Read More
We act for a particular client who owns a number of separate businesses operating within the healthcare sector. Our client asked if we could provide practical training to the managers of each individual business, to enable them to properly deal...Read More
We designed a bespoke HR workshop for Saturn Communications Limited. The workshop covered the fundamentals of managing misconduct, performance and sickness absence. The company has a strong layer of middle management, however they do not currently have a designated HR function. Prior...Read More
Tribunal success rate.
We offer a 360 degree employment law & HR service to ensure our clients receive a fully holistic service to suit their needs.
Over 65 individual clients are signed up to our HR Solutions service.
We were the first law firm in the country to provide our clients with the ability to have their employees sign contracts of employment online.
Over 200 businesses are signed up to SAS Protect & HR Solutions for Business.
Our specialist Employment & HR team have over 180 years of experience between them, advising on every conceivable employment law and HR legal issue.
We believe most employers know this is a risky thing to do but we still see it happening. Where an employee has over two years service, dismissing someone in these circumstances, i.e. without first giving them the opportunity to show...
Changing an employee’s contract of employment without their agreement, even where their employment contract allows you to do it, can be risky. If an employer simply imposes different contract terms such as a change in hours or pay, they will...
Yes so long as they are properly drafted and go no further than is necessary to protect the company’s legitimate business interests then they are likely to be enforceable. Restrictive covenants must be reasonable in duration. Most restrictive covenants in...
No. This is a common misconception. If it were true then employees could delay disciplinary processes indefinitely by staying off sick for weeks or even months. This has no benefit whatsoever and is just avoiding the inevitable. This is especially...
We offer robust legal advice and on-site support for the Education Sector from a team of Employment and HR specialists, backed by our expert employment lawyers.
We provide pragmatic advice and solutions to the construction and engineering industries, delivered by a specialist Construction and Engineering Team.
Our cross-disciplinary Healthcare team advises a wide range of organisations in the public and private arena and third sector bodies.
With over 20 years’ experience in the music and media industry, we have significant experience in acting for musicians, songwriters, independent record labels and management companies.
Send a message to