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There are few issues that affect every organisation to the same extent as dealing with employees. When an issue arises, you need quick and clear advice and support to manage not just the legal process, but the politics and PR issues associated with many staffing matters.
Our national employment law team specialises in advising employers in their specific context. Whether designing bespoke employment contracts and policies for your workforce, supporting you to achieve a smooth staffing restructure, advising on the recruitment of migrant workers or defending a complex discrimination claim at the employment tribunal, our team of proactive sector-experienced lawyers can support you. We deliver commercial advice that is focused on supporting you through the process to achieve your desired goal.
Download our Employment Tribunal costs
The Government has published its long awaited proposals for a new immigration system, billed as the biggest change to the immigration system in over 40 years, having wide ranging ramifications for employees looking to recruit both EU and non-EU workers. Helen Taylor and Alex Berkshire detail the proposals and explore the potential impact on UK business.
National employment law team with over 20 lawyers and HR professionals - providing a full employment legal service to our clients from our offices in Birmingham, Exeter, London, Manchester and Nottingham. employment law specialists - including restructures, redundancy exercises, mergers, acquisitions, disposals and managing change.
Proactive advice on contracts, settlement agreements, remuneration strategies and policies - including secondments, diversity, maternity, paternity, harassment, disciplinary, grievance, whistle-blowing, immigration etc.
Trade unions - we advise on relationships and negotiations with trade unions and their legal representatives and have wide experience of dealing with TUPE situations in both the public and private sectors.
Bespoke training to management and councillors in conducting disciplinary and appeal hearings.
Advising a local authority on the employment law implications of a major restructure of their workforce - working with the head of legal and democratic services to advise on constitutional and local government issues, standing orders and monitoring officer requirements, resulting in favourable terms to those made redundant and zero claims made to employment tribunal.
Managing a large scale redundancy to bring stability to a client's business - We advising on the process and subsequent claims, ensuring a fair process was followed in the selection of individuals for potential redundancy.
Acting for numerous schools and academies, in defending equal pay claims inherited from local authorities; including working with local authority legal teams to avoid duplication of effort, identifying which claims should be settled and which c could be successfully resisted and providing representation for the schools at numerous case management discussions and pre-hearing reviews.
Defeating an application for interim relief in a whistle-blowing claim - we successfully identified relevant documents and prepared a lengthy witness statement which was sufficient to defeat the application.
HR support from Browne Jacobson is always prompt, reliable, and authoritative and supports the standards agenda. It is reassuring to know that the HR advice we are given is always supported by employment lawyers.
My overall impression of the firm is they are the perfect working partner for a business. The staff are friendly, knowledgeable and helpful.
The Browne Jacobson LLPÂ employment team is 'incredibly responsive, knowledgeable and thorough in its approach.'
A satisfied client notes that "the level of service is second to none." Another says: "They provided an excellent service which helped us to resolve all the issues that we faced."
Browne Jacobson LLP’s team combines ‘excellent service’ with advice that is ‘commercially focused and calibrated to be challenging where it should be and supportive when required’.
Clients state: 'They give us very professional advice, they go through all the options and they help us identify the risks,' adding that 'they're very good in the way they go about it.'
Another notes that 'the advice has all been very accurate and very translatable for the common man; they have been a great aid,' and adds: 'I am over the moon with the service we receive from them.'
Browne Jacobson LLP fields an ‘empathetic practice that is totally focused on the client; its strong team has talent, muscle and depth, yet still has the feel of a boutique firm’.
Browne Jacobson LLP’s ‘superb’ practice acts for a range of clients from the retail, financial services and education sectors.
They are strategic in their approach, very tactical and accessible to their clients; they are a pleasure to work with.
The employment team is 'especially noted for its healthcare and insurance-industry expertise'.
They have a good way of simplifying complex matters and they understand our business and what we want.
Fixed fee support package to prepare for return to work after the Covid-19 lockdown, during and as you manage critical issues after the return to work.
Your expert team of HR professionals and employment lawyers, all for a fixed fee.
HR Core is designed to assist UK subsidiaries of overseas businesses who have limited access to UK HR support and wish to fix the cost of purchasing professional HR support, year on year.
The UK Visa and Immigration can audit a holder of a Licence to Sponsor at any time within the 4 year life span of that license.
Organisations who wish to employ migrant workers are likely to have to apply for a Licence to Sponsor.
Many employers will require a licence to sponsor in order to be able to recruit migrant workers and students.
As from 4 July, the Government advises against non-essential international travel, except to countries and territories listed as exempt. Find out more with our frequently asked questions.
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This is timely guidance given that modern slavery will not be exempt from the health, social and economic challenges brought about by Covid-19.
In successful discrimination claims, one remedy available to a Tribunal is an appropriate recommendation. In this case of Hill v Lloyds Bank plc, the Employment Appeal Tribunal (EAT) has considered the scope of a recommendation sought by an employee.
The High Pay Centre has issued its interim report based on the first pay ratios disclosed between 1 January 2020 and 31 April 2020.
The Government is reportedly considering the reinstatement of tribunal fees in respect of employment claims.
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In this case, the Respondent’s appeal was unsuccessful. In the first instance, the decision that it unfairly dismissed various claimants following the closure of the school where they worked. The Claimants were unsuccessful in applying for substantially similar positions at a new school that opened at the same site. Read more here.
This case highlights the importance of Claimants obtaining their own medical evidence in such matters especially when it is pivotal to their claim.
In Duchy Farm Kennels Ltd v Steels the employer was found not to have been relieved of its obligation to pay a settlement sum, despite the former employee having breached the confidentiality clause contained in the settlement agreement.
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