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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.
Kicking off our March 2018 in house lawyers forum, employment lawyer Kerren Daly picks up on the continuing debate over the gig economy and employment status, before turning our focus to the hashtag #MeToo and sexual harassment.
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With the implementation date of the General Data Protection Regulation (GDPR) fast approaching are you confident that your immigration processes are compliant?
Now that the Brexit negotiations are in full swing, we have set out below our updated advice on some of the most common questions we see surrounding the potential impact of Brexit on employment and business immigration.
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Watch today to explore how businesses should approach their internal work in producing their slavery and human trafficking statements going forward, and the positive impact that working closely with supply chains has on businesses.
Browne Jacobson provides us with a commercial approach, combined with exceptional client focus and natural ability to coach and mentor Senior Managers in a positive manner. The quality of joined up advice from HR advisors and employment lawyers, which is always available, has helped senior management focus on developing and growing the business with the confidence to deal with HR issues professionally and within minimal business disruption.
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.
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.
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.
The Court of Appeal recently provided much needed guidance on the meaning of s.15(1) of the Equality Act 2010.
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The EAT has decided that paying fathers and mothers different rates of pay whilst on maternity leave or SPL respectively can amount to indirect discrimination.
The Employment Appeal Tribunal has held that the purpose of maternity leave is to protect the health and wellbeing of a woman during pregnancy and following child birth.
Is a head teacher obliged to notify her employer of an existing personal, but non sexual, relationship with an individual who had recently been convicted of making indecent images of children?
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.
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