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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, 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.
22Nov
The latest in our series of events examining fraud and wrongdoing, we focus on the evolving legal, commercial and cultural landscape of whistle-blowing, including the trials faced by whistle-blowers; and the challenges for organisations, leaders and the law in creating environments in which individuals feel empowered to report wrongdoing.
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In the recent case of Wm Morrison Supermarkets PLC v Various Claimants the Court of Appeal held that an employer could be held vicariously liable even where the intention of the employee committing the relevant act was to harm his employer rather than to achieve some benefit for himself or to inflict injury on a third party.
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The Government have announced a number of changes to the Immigration Rules, some of which are detailed below.
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Hear from our immigration experts on employing EEA Nationals pre and post Brexit
View upcoming webinars
Watch this update on vicarious liability which covers the most recent case law including various claimants and Barclays bank.
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.
In the Mencap case the Court of Appeal held that care workers undertaking sleep-in shifts are only entitled to the NMW when they are required to actually be awake
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Part-time judges to be entitled to count years served prior to the Part-time Workers Directive 98/23 extending Directive 97/81 being transposed on 7 April 2000.
It is accepted that accrued holiday could be paid in lieu upon termination of employment. Likewise, holiday can be carried over to the next year in some circumstances such as where an employee cannot take annual leave due to being on maternity leave.
The Chancellor, Phillip Hammond, has just delivered his latest budget and with it, a significant change to the way liability for IR35 breaches will be dealt with for private sector companies from April 2020.
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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