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Our employment law solicitors and HR support team specialise in providing advice and support to businesses and employers. Our employment and HR Support team regularly help to resolve all types of workplace disputes whether this is dealing with disciplinary issues, grievances, issues surrounding recruitment and retention or dealing with re-organisations and redundancies. We also have an excellent success rate in defending employment tribunal claims.
Staff and people that work for an organisation are often considered as an organisation’s most important asset. They can truly set your business apart from the competition and can make the difference between excellent and sub-optimal performance. That is why ensuring you have good people management and the right framework in place is vital. Here at Stephensons we believe that the key focus in supporting businesses rests in three areas, namely planning, protection and defence.
We are highly recommended in leading legal guides and have an excellent success rate in defending employment tribunal claims. To speak to a member of our team, call us on 01616 966 229.
Employment law for businesses and HR support packages
Our specialist solicitors have developed employment law packages to help businesses. For more information on what is included please use the links below:
Even when effective planning is undertaken, business owners will still face unplanned issues and circumstances which they will need to protect their business to ensure that they are legally compliant and acting as a best practice employer. There are a multitude of issues and queries facing business owners whether this relates to disciplinary issues, grievances, managing performance or dealing with redundancies.
In addition to this, employment law changes constantly and it can be hard to keep up to date. We can help you protect your business through our HR Assist and Workplace Plus products giving you definitive help and guidance.
In some instances, you may unfortunately face the need for expert defence. If things do go wrong we'll prepare your case and represent you in court or tribunal - a source of comfort in view of the growing 'compensation culture'.
There may also be cases when staff leave and you need guidance regarding settlement agreements, when faced with this alone it can prove difficult to know what the best course of action is. You need legal advice to ensure you make the right decision.
An increasing number of employers are looking at ways of making cost savings. Unfortunately for many employers they will have no option other than to consider making employees redundant. If you are considering making staff redundant speak to our employment law experts for advice on the correct procedures.
Where redundancies are concerned it is important for employers to seek advice from specialist employment solicitors to ensure they are following best practice. Although many employers will have perfectly legitimate reasons for making redundancies, it is still important that employers follow a reasonable procedure which involves consultation, a fair basis for selection and consideration of alternatives before arriving at the decision to make employees redundant.
Stephensons’ employment law for businesses solicitors will be at hand to resolve any concerns you have and guide you through this process. We will help minimise the risk of the potential for any claims and deal with all the formalities for you. Call us on 01616 966 229 or complete our online enquiry form and a member of the team will contact you directly.
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Our employment law for business solicitors advise clients nationally from our offices in Manchester, Bolton, Wigan, St Helens and London on a range of issues, including but not limited to:
We charge based on hourly rates which will reflect the level of experience and seniority of the solicitor working on your case. Range of costs:
Defending a claim for unfair dismissal - Between £5,000 - £8,000 plus VAT and third party costs.
Defending a claim for discrimination or a combination of unfair dismissal and discrimination - Between £6,000- £10,000 plus VAT and third party costs.
Prices quoted are for representation throughout the full stage of proceedings up to a final hearing. Work would include the draft of initial pleadings, attendance at a preliminary hearing to discuss case management, dealing with the case management orders including; preparation of a schedule of loss; dealing with disclosure of documents/preparation of a bundle and drafting of witness statements. We would also instruct and liaise with a barrister for any final preparations before attending the final hearing.
Third party costs including a barrister attending the hearing can range from £400 - £2,500 depending on the length of the hearing and experience of the barrister. Clients will be informed as early as possible about the costs of the barrister.
On average an employment tribunal can take up to 6 months though this depends on each case.
All employment law work is supervised by a qualified solicitor. Specific experience can be seen in the individual profiles.
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It is our business to deliver legal services that work for our clients, and you can trust our specialists to take care of things on your behalf.
Mary Jarrett shares her experience of using the Workplace Plus package and working with the HR and employment law team at Stephensons.
Head of Employment Law Philip Richardson explains what is included in Workplace Plus, the benefits of having a fixed price employment and HR support package like Workplace Plus to rely on and the cost of the package.
"They've been amazing. Everything is so easy. I have a question, I can make a phone call or send an email and it doesn't matter when I do this, I'm always going to get a prompt response. It's taken away some of the worry actually from trying to ensure that I always get it right."
Mary Jarrett
"Right from the outset, we'll go and visit a client at their premises to understand the client's needs and what we'll focus upon is undertaking a full audit of the company's HR and employment products. So for instance, we will draft any documentation or take them through a disciplinary or grievance procedure for instance."
Philip Richardson - Head of Employment Law
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