Employment Law Solicitors for Employers

At Fraser Dawbarns, our skilled employment law solicitors provide a bespoke service for employers, addressing your specific needs with practical legal advice.

We realise that employment law can seem complex, encompassing a range of issues, from contracts and policies to compliance and disputes. Be assured, when providing our service, we focus on straightforward processes and language, avoiding legal jargon, and ensuring that you understand your position.

We appreciate that employers are keen to protect their businesses, and may have concerns about various aspects of employment law. Our team will start by gaining an in-depth understanding of your needs, allowing us to tailor our support to you.

Our dedication to delivering an outstanding service has been recognised by the Legal 500, reflecting our commitment to quality and excellent client care.

At Fraser Dawbarns, we can offer employment law advice for employers in various ways, including:

• Employment contracts
• Discrimination, bullying and harassment
• Disciplinaries and grievances
• Settlement agreements
• Unfair and wrongful dismissal
• TUPE Transfers.

Get in touch with our employment law solicitors for employers in Cambridgeshire & Norfolk

To discuss your legal needs today, please get in touch with our specialist employment law solicitors for employers.

You can call your local office in Ely, Kings Lynn, Wisbech, Downham Market or March. Alternatively, you can complete the enquiry form at the bottom of the contact page, and a lawyer will be in touch.

Our employment law services for employers

Employment Contracts

Our employment lawyers for businesses are highly skilled in drafting and renewing employment contracts, always providing bespoke guidance.

An expertly written and legally sound employment contract defines the expectations for a working relationship, offering upfront clarity and terms that safeguard your organisation.

We can support you to draft legally compliant employment contracts, covering all necessary and recommended areas including: the job description; salary; benefits; confidentiality clauses; remuneration; notice periods; post-employment restrictions and more.

At Fraser Dawbarns, we recognise how important it is to have correctly drafted employment contracts. Ensuring that contracts are clear and compliant at the beginning may lessen the potential for disputes later down the line.

Discrimination, bullying and harassment

Employers are responsible for protecting their workplace and employees from discrimination, bullying and harassment.

Failure to do so can result in an unproductive environment and potential legal, financial, and reputational damages. Our legal support for employers in the UK includes the prevention and resolution of such issues, including handling complaints, implementing effective training programs, and creating robust anti-discrimination policies.

Whether you are concerned about discrimination, an unhealthy workplace culture, or are already dealing with an accusation, our team can guide you towards a cost-friendly resolution with professionalism and sensitivity.

Disciplinaries and grievances

Every workplace needs protocols and management practices for dealing with disciplinaries and grievances.

Our workplace lawyers for employers are skilled at drafting policies that provide a practical means of handling investigations and resolving disputes. These can be the key for proactively and fairly addressing misconduct, employee complaints or performance concerns.

At Fraser Dawbarns, we help employers resolve disputes whilst safeguarding their interests. We can support you with various alternative dispute resolution methods including negotiation and mediation.

To learn more about employment law for employers, and to discuss your needs, please get in touch.

Settlement Agreements

A settlement agreement can be the ideal way of reaching a mutually beneficial and voluntary agreement that resolves an employment dispute or ends a working relationship.

As part of our business employment law services, we can support employers with drafting and negotiating settlement agreements, supporting you to protect your interests throughout the process.

We’ll assist in ensuring that your agreement includes every precaution you might want to reasonably take, including confidentiality clauses, post-employment restrictions, and payments.

Our workplace lawyers for employers have much experience supporting employers with settlement agreements, and can answer any questions you may have.

Unfair and wrongful dismissal

Dismissal cases can present complex problems that are tricky to navigate, especially when you are facing allegations of wrongful or unfair dismissal.

Our employment dispute resolution solicitors can provide HR legal support, ensuring that you are compliant with UK regulations. We can offer strategic advice tailored to your situation, helping you to protect your business.

We can walk you through the dismissal process and ensure that your protocol and actions are appropriate and properly documented.

If you are facing an unfair or wrongful dismissal claim, we can prepare your defence, negotiate on a settlement, or represent your business should matters escalate to a tribunal process.

TUPE Transfers

TUPE, or Transfer of Undertakings (Protection of Employment), applies to all businesses in the UK. These regulations can be difficult to understand but our solicitors can help you during this challenging time.

When your company, or a portion of it, is transferred to a new employer, you’ll need to be aware of various obligations, for example:

• Keeping employees well informed of the transfer, ahead of time
• Ensuring that due diligence has been conducted
• Following GDPR Data Protection laws
• Drafting a TUPE transfer plan, and providing this to employees.

We can help you ensure that you’re confidently fulfilling all of your obligations as an employer, and explain your duties during a TUPE Transfer.

To discuss TUPE today, please get in touch with our employment law solicitors.

Frequently asked questions about employment law for employers

What should I do if an employee brings a claim against my company?

It’s important to act promptly to address a claim against your company. Firstly, review the details of the claim and any attached evidence, then seek legal support.

A specialist solicitor will be able to assess the situation, explain your options, and support you to defend the claim.

The resolution may include mediation and an informal, voluntary solution to the dispute. It may alternatively escalate into tribunal proceedings.

What are the legal requirements for dismissing an employee?

When dismissing an employee, you must be compliant with employment law. The consequences of failing to do so could range from reputational damages to legal claims.

You will need to have an acceptable reason for dismissal, and have followed a fair process. Acceptable reasons for dismissal under UK law include:

• Misconduct
• Lack of capability/ poor performance
• Statutory restriction
• Redundancy
• Some other substantial reason: Meaning a genuine reason, that does not fit into the other categories, for example, where the individual’s actions have resulted in reputational damage for the business.

Employees must follow a fair procedure for dismissal, which includes the following steps:

• The employer must conduct an investigation
• The employer must receive prior warnings of issues, (for example, prior warning of performance issues, and a chance to improve).
• A disciplinary process should be carried out where appropriate
• The employee must have the right to representation, and the right to appeal the final decision.

How can I protect my business during a TUPE transfer?

You are advised to work with a specialist employment law solicitor who can communicate your responsibilities in plain English and recommend immediate and effective protocols for you to implement.

This might include consulting the affected employees in an empathetic and professional way, providing accurate liability information, and honouring all existing employment terms during and after the transfer.

Talking to an employment law solicitor can help you to anticipate, and possibly prevent, risks arising due to the transfer.

To discuss employment law for employers today, please get in touch.

What steps should I take to prevent workplace discrimination claims?

Preventing workplace discrimination claims often comes down to implementing robust anti-discrimination policies. Employers should provide training for managers and employees on diversity and equality, foster a respectful and positive workplace culture, and establish a clear procedure for addressing complaints.

When should I consider offering a settlement agreement to an employee?

If you wish to end an employee’s work contract on agreed-upon terms, or resolve a dispute without taking it to court, a settlement agreement could be a suitable option.

You may consider offering a settlement agreement to resolve a performance dispute, misconduct, or as part of a redundancy process.

Every scenario is different and so it’s important to seek legal advice before offering a settlement agreement, to ensure that this is the best option moving forward.

What are the implications of not having up-to-date workplace policies?

Employment laws are subject to change over time, which is why it’s important to update your workplace policies in response.

Failing to update your workplace means you risk legal compliance issues, and potential employment disputes later down the line.

How can employment law training benefit my management team?

Employment law training empowers your staff and management team with the knowledge to handle workplace issues, and ensure legal compliance.

With the right training, managers will better understand their responsibilities and obligations, gaining a better understanding of how to handle various workplace situations.