Employment Dispute & Litigation Lawyers for Business

Guidance on mitigating risks and defending claims 

Advising on appropriate actions to avoid discrimination cases and how to handle them if they arise

Legal frameworks and best practices for conducting redundancies.

Navigating non-compete clauses, employment contracts, and severance agreements

Offering alternative dispute resolution methods to avoid costly court proceedings

Handling internal complaints efficiently to prevent escalation.

Ensuring fair and legal disciplinary processes

Conducting investigations into allegations of misconduct, harassment, or other employment issues

Preventative measures, such as thorough documentation and following legal procedures, can mitigate the risk of unfair dismissal claims. 

Claims often arise from perceived discrimination based on age, sex, race, disability, or religious beliefs. 

Employers must follow statutory consultation periods and selection procedures, offering alternative roles where possible. 

The enforceability varies, but generally, they must be reasonable in scope and duration to be upheld in court. 

Mediation serves as a neutral ground for parties to resolve their issues without resorting to court, often saving time and costs. 

Address grievances promptly and fairly, following your company’s grievance procedure to the letter. 

Essential elements include the scope of work, remuneration, duration, and termination clauses. 

Maintain confidentiality and objectivity, following a pre-determined process that respects the rights of all parties involved. 

Costs can be substantial, involving not just legal fees but also potential reputational damage and loss of productivity. 

Proactive HR policies, ongoing staff training, and legal compliance checks can significantly reduce the likelihood of disputes.