Employment Law for Business

Employment Law for Businesses

Employment Law for businesses and human resources (HR) are complex but necessary disciplines, that can be increasingly difficult for organisations to navigate. When a difficult situation arises having experienced legal professionals at the ready can simplify the process early.

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Ms P

Employment Solicitors for Businesses

What do employment solicitors help with?

Small businesses particularly may find employment law hard to keep pace with but you are still under a legal obligation to comply with all its terms. Prosperity’s team of expert solicitors, can help. No matter the case at hand, we provide clear, strategic advice on employment law, for businesses and employers, all delivered in line with the latest employment legislation. We can also act as an external employment law consultant, a regular guide and advisor to your employment and HR activities.

Our experienced employment law team can support you with all manner of employment disputes and associated support:

Absence management
Business transfers
Contracts of employment
Employment tribunals
Family rights
Flexible working
Grievance and disciplinary
Performance management
Policies and procedures
Redundancy rules for employers and restructuring
Settlement agreement drafting

We get to grips with the situation fast and deliver focused, actionable guidance to help you resolve employment challenges and safeguard your business.

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Our experts can help navigate the following areas:

Absence Management

Family Rights

Business Transfers

Flexible Working

Policies & Procedures

Contracts of Employment

Grievance & Disciplinary

Redundancy & Restructuring

Employment Tribunals

Performance Management

Common Employer Questions

We have a breadth of experience in the area of Employment Law, here are some of the questions we get asked most by employers.

Get answers from an expert

What is the appropriate process for dismissal?

A fair dismissal requires both a valid reason and a fair procedure – and getting either wrong can expose your business to an unfair dismissal claim. The potentially fair reasons for dismissal are conduct, capability, redundancy, illegality, or some other substantial reason. Whatever the reason, you must follow a fair process: investigate thoroughly before taking action, invite the employee to a formal hearing with adequate notice, allow them to be accompanied by a colleague or trade union representative, consider any mitigation they put forward, and inform them of their right to appeal. We advise businesses on fair process at every stage and can help you avoid the pitfalls before they become claims.
What are my obligations when making redundancies?

Redundancy is a potentially fair reason for dismissal, but the process must be handled carefully to avoid claims of unfair dismissal or discrimination. At a minimum, you must establish a genuine redundancy situation, consult with affected employees individually in a meaningful way, apply fair and objective selection criteria if employees are being selected from a pool, and consider suitable alternative roles before confirming redundancy. Where 20 or more employees are being made redundant within a 90-day period, collective consultation obligations apply. We help businesses navigate redundancy exercises of all sizes, from individual cases to large-scale restructures.
One of my employees has raised a grievance. How should I handle it?

A grievance should always be taken seriously, dealt with promptly, and handled in accordance with your grievance procedure – which should itself follow the ACAS Code of Practice on disciplinary and grievance procedures. Where the grievance involves allegations against a specific individual, care must be taken to investigate impartially and to protect all parties involved. We advise employers on grievance handling regularly, including in complex or sensitive cases involving allegations of discrimination, harassment, or whistleblowing.
What should I do if I suspect an employee of misconduct or gross misconduct?

The starting point is always to investigate before taking any action. A reasonable investigation (proportionate to the seriousness of the allegation) is a fundamental requirement of a fair disciplinary process, and proceeding to a hearing without one is a common cause of successful Tribunal claims. Once the investigation is complete, if there is a case to answer, the employee should be invited to a formal disciplinary hearing, given reasonable notice and full details of the allegations, and allowed to be accompanied. Suspension pending investigation may be appropriate in serious cases but should be used only where genuinely necessary and kept as short as possible. If the outcome is dismissal for gross misconduct, you must still have followed a fair process. We advise on disciplinary matters of all kinds and can help you conduct investigations and hearings that are procedurally sound.
How do I protect my business when a senior employee resigns to join a competitor?

When a senior employee or key individual resigns to join a competitor, acting quickly is essential. The first step is to review their contract carefully – specifically the notice period, garden leave provisions, and any restrictive covenants in place. If the covenants are well-drafted and proportionate, you may be able to seek an injunction preventing them from starting their new role until the restriction period has expired, or from soliciting your clients or colleagues. You should also take immediate steps to protect confidential information. The strength of your position will depend heavily on how well your contracts have been drafted in advance.
What employment documentation should every business have in place?

Sound employment documentation is the foundation of good people management and your first line of defence if a dispute arises. At a minimum, every employee should have a written contract of employment issued before the first day of starting work – this is a legal requirement. Beyond the contract, you should have in place a staff handbook covering key policies. These policies should be kept up to date as employment law evolves and should be communicated clearly to staff. Many businesses we work with have either outdated documentation or template contracts downloaded from the internet that don’t reflect their specific circumstances or current legal requirements. We can provide tailored, legally compliant contracts and handbooks that give you a solid foundation and reduce your exposure to claims.

Why Choose Prosperity?

We meet your objectives

We won’t talk about unnecessary legal jargon. To provide advice on employment law for businesses, our starting point is what your best oucome would be. From here, we will advise you in clear, easy-to-understand terms and work with you to get results.

We understand your business

We take time to get to know your business and the challenges you face. We appreciate there’s never one-size-fits-all when it comes to employment law. We work pragmatically, to give you commonsense advice, always aiming to reduce your potential legal exposure.

We go the extra mile

If you are an employer or HR professional and need advice on employment law, or other issues related to your staff or workforce, get in contact with us today for an initial, no-obligation consultation. Our approachable and qualified specialists are providing legal help for employers based across the UK.

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What Our Clients Say

“A very professional experience and allayed all concerns I may have had. Thank you”

Ms S

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