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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.
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 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.
Modern slavery is the fastest growing organised crime in the world. The UK is far from immune being a leading country of destination.
If you employ 250 or more employees, what will the Equality Act 2010 Regulations 2017 mean for you on 6 April 2017?
From 6 April 2017 the government will require Tier 2 (General) entry clearance applicants in certain roles to provide a criminal record certificate in support of their visa application.
On 21 November 2016, Part 7 of the Immigration Act 2016 came into force, requiring public authorities to ensure that any person who works for them in a customer-facing role speaks fluent English.
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.
They are strategic in their approach, very tactical and accessible to their clients; they are a pleasure to work with.
I have great confidence in their legal advice and am very happy with the service and the speed with which they turn around enquiries.
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.
Browne Jacobson LLP’s key clients include Wolverhampton City Council, Hiscox and Novozymes. It has a strong public sector client base, and leverages the firm’s excellent reputation in the education sector to act for over 200 schools nationally. Peter Jones leads the firm’s national employment practice.
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.
As of 7 March 2017, firms authorised by the FCA are subject to a stricter regime in terms of obtaining, and providing, employment references.
The Court of Justice of the European Union (CJEU) has heard its first cases concerning religious discrimination and given two landmark rulings.
From 6 April 2017, there will be an increase in compensation limits and minimum awards applying to certain awards of employment tribunals.
Yesterday the Department for Business, Energy and Industrial Strategy named 359 UK businesses which have failed to pay the National Minimum Wage (NMW) or the National Living Wage (NLW).
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 non-EEA migrant workers and students.
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