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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
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.
Their strengths are responsiveness and excellent contextual legal advice; they are extremely supportive.
"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."
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’.
'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.
As we move into 2022, we take a look at what employment law developments may be on the cards for the coming year.
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The issue of equality has remained high on the agenda during the pandemic. The #MeToo and Black Lives Matter movements have increased awareness of gender and race equality issues across all of society. Our survey indicated there was still a significant number who were making changes either for gender or race or both.
A look at survey responses on plans to revisit social media policies, including discrimination claims from 2021, as well as some of the issues to consider in social media misconduct cases.
Covid vaccinations remain a particularly charged topic, with strong feelings held by both those pro- and anti-vaccination.
In Parr v MSR Partners LLP and others, we discuss what the Court of Appeal was asked to consider a preliminary issue.
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In our Employment Survey 2021: Focus on Flexibility, we looked at a number of working developments including the notion of a four-day working week.
This case has been rumbling on for over seven years. It relates to a bakery’s refusal to make a cake with the slogan ‘support gay marriage’.
Restrictive covenants restrict what employees can do for certain periods of time following termination of the employee’s employment. Employers should review restrictive covenants whenever an employee, director, or consultant changes their role.
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