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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
Watch our on-demand webinar on the new proposed immigration system and read more on how Brexit will affect businesses from an immigration perspective here.
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.
"They are flexible and will adapt their advice and style," notes one client, who also praises the lawyers for being "solutions-driven, knowledgeable and reliable."
The firm is very professional and regularly shares useful information.
Strong technical knowledge married with an acute understanding of risk allows the team to provide very commercial advice in a timely fashion.
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 LLP 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’.
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.'
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.
Browne Jacobson provides a range of HR Services for schools and academies tailored specifically to the needs of your school.
On 13 September 2021 the previously announced changes to section 33 of the NHS Terms and Conditions of Service Handbook come into effect, giving increased rights to request flexible working to all staff covered by those terms within England and Wales.
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Advice for employers carrying out right to work checks has been updated as a result for Covid-19, replacing 18 June 2021 guidance.
Employers should take action now to avoid financial fines & damaging negative publicity when Workers’ Watchdog is established.
The High Court case of Burn v Alder Hey Children’s NHS Foundation Trust [2021] EWHC 1674 has considered the scope of the disclosure requirements under the Maintaining High Professional Standards (MHPS) framework and provides some useful guidance for those tasked with carrying out case investigations.
An employment tribunal has awarded an employee almost £185,000 for indirect discrimination following a failure to adequately consider the employee’s flexible working request.
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Time is rapidly running out for those who will fall within the mandatory vaccination requirements applying to care homes from 11 November 2021 and who remain unvaccinated from Covid-19.
The deadline for applying to the EU Settlement Scheme (EUSS) passed on 30 June 2021. The Home Office recently updated their Right to Work employer’s guide to clarify how Right To Work (RTW) checks need to be carried out from 1 July 2021 for EU and EEA citizens who were employed on or before 30 June 2021.
One aim of the Innovation Strategy is to generate innovation through new Visa routes - what does this mean for UK businesses?
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