How we can help with Employment Law
If you require specialist legal advice on employment matters, our solicitors across London and the South East can guide you through various considerations, including:
- HR Policies and Workplace Advice
- Drafting and Reviewing Employment Contracts
- Managing Disciplinary and Grievance Procedures
- Advising on Restructures and Redundancy Processes
- Navigating TUPE Obligations
- Protecting Business Interests
- Drafting and Negotiating Settlement Agreements
- Defending Employment Tribunal Claims
How to find us
Settlement Agreements
Looking to resolve a workplace issue with a settlement agreement? Parfitt Cresswell’s experienced employment lawyers provide clear, strategic advice to help you protect your business and ensure agreements are legally sound.
Employment Contracts
Need guidance on employment contracts, policies, or staff handbooks? Parfitt Cresswell’s expert employment lawyers offer clear, practical advice to help protect your business.
HR Policies and Workplace Advice
Whether you need help with a one-off HR project, or a longer-term solution, Parfitt Cresswell’s HR support service offers practical, expert guidance to help you stay compliant, confident, and in control.
Debt Actions
Need help resolving a debt action? Our experienced debt action lawyers can assist with initial assessments of debt claims against third parties, or third parties that are looking to claim against you or your company.
Bullying & Harassment
Fielding claims of harassment or bullying at work? Parfitt Cresswell’s expert lawyers help to get to the bottom of claims, and resolve disputes in a fair and considerate manner.
Discrimination
Parfitt Cresswell’s expert lawyers provide clear advice and legal support to businesses fielding discriminations claims, helping to explore and resolve them fairly and expediently.
Workplace Grievances
Our expert employment grievance lawyers provide clear and comprehensive legal advice to help resolve workplace disputes, and ensure your rights are fully protected.
Redundancy
Our expert redundancy lawyers can help your business to navigate redundancies in a way that minimises fallout, and resolving any disputes with confidence and support.
Sexual Harassment
Our expert lawyers can help your business to navigate sexual harrassment claims fairly and impartially, getting to the bottom of claims and navigating the issue sensitively.
Unfair and Constructive Dismissal
Our expert lawyers can help to support your business in unfair dismissal cases, collecting evidence and helping you to navigate the process while achieving a positive outcome.
Mental Health and Stress in the Workplace
Our expert lawyers can support your business during mental health and stress claims, getting to the bottom of issues and resolving complaints in a considerate and sensitive way.
Why Choose Parfitt Cresswell for Employment Law Support?
We offer a complimentary initial consultation
It’s a great way to understand your options, get to know us better and make a more informed decision on whether we are the firm for you.
Our fees are straightforward, transparent and honest
After your initial consultation, you will know what your costs are likely to be. Depending on your needs, it may be possible to provide a fixed fee and in circumstances where it is not, a clear estimate will be provided which will be kept under close review.
We are honest, genuine people with an assertive and confident edge
We know how to assertively achieve results and to promote a positive resolution. We do the right thing by you. Not just for today, but for the future too.
We are proud of our rankings and feedback
Our clients often describe our service as “professional,” “friendly,” “a pleasure to deal with,” “first-class,” and “would use again.” But don’t just take our word for it; read their reviews on the independent site, ReviewSolicitors, here.
We are fully authorised and regulated by the SRA
This means we adhere to the highest professional and ethical standards set by the Solicitors Regulation Authority. You can be confident that your matter is being handled with integrity, care and full accountability.
We make law accessible
We believe that transparency and understanding are key to a good working relationship. We will endeavour to keep you informed of the latest legal updates and policy changes, in clear terms and without the jargon.
Want to know more?
What our clients say about us
Frequently Asked Questions
We understand that navigating employment law can be challenging for employers. Here are some common questions our clients ask:
What are the key components of a fair redundancy process?
A fair redundancy process should include:
- Genuine Redundancy Situation: Ensure that the redundancy is due to legitimate business reasons, such as closure, relocation, or reduced need for certain roles.
- Consultation: Engage in meaningful consultation with affected employees, discussing the reasons and exploring alternatives.
- Selection Criteria: Apply fair and objective criteria when selecting employees for redundancy.
- Notice and Appeals: Provide appropriate notice periods and offer the right to appeal the decision.
How can I protect my business when dismissing an employee for misconduct?
To protect your business:
- Clear Policies: Have well-documented disciplinary policies outlining acceptable behaviour and consequences.
- Consistent Application: Apply policies consistently to all employees to avoid claims of unfair treatment.
- Thorough Investigation: Conduct a comprehensive investigation into the alleged misconduct before making any decisions.
- Right to Respond: Allow the employee to respond to allegations during a formal meeting.
- Proportionate Disciplinary Action: Ensure that any disciplinary action taken is proportionate to the misconduct.
What are the legal obligations when changing an employee's contract terms?
When altering contract terms:
- Mutual Agreement: Obtain the employee's consent for any changes to their contract.
- Consultation: Engage in consultation with employees or their representatives about proposed changes.
- Consideration: Provide something of value in return for the change, such as additional benefits, to make the new terms binding.
- Written Confirmation: Document the agreed changes in writing, signed by both parties.
How do I ensure compliance with employment law during a TUPE transfer?
Proper adherence to TUPE ensures legal compliance and smooth transition for employees. To comply with TUPE regulations:
- Employee Information: Identify which employees will transfer to the new employer.
- Due Diligence: Conduct thorough due diligence to understand the implications of the transfer.
- Consultation: Inform and consult with affected employees or their representatives about the transfer.
- Maintain Terms and Conditions: Preserve existing employment terms and conditions post-transfer.
For personalised advice on these or other employment law matters, contact our team of employment solicitors in London, Kent, Surrey, Berkshire and Sussex.
