What makes our support different is the lens we bring from corporate transactions.
Working shoulder to shoulder with our Corporate and Commercial teams, we see how employment risk affects deals, growth funding and succession. That breadth lets us balance legal exposure, reputation and deal value in one plan - something a standalone HR helpline cannot match. When restrictive covenants, confidential data or team moves threaten value, we step in quickly to protect the business or the departing director’s position.
Clients tell us they value our decisiveness. We outline practical routes, flag real world risk and recommend the option we would take in their shoes - all in plain English, never a fifty-page opinion. The result is confident, timely decisions that safeguard culture, productivity and share value.
Actionable, plain English support across the employee lifecycle
Employment law is detailed, and even a small misstep can trigger costly claims or reputational damage. Whether you employ five people or five hundred, we help you spot legal risk early, weigh commercial options, and stay compliant. Our solicitors act as a flexible extension of your HR or leadership team and can advise on all issues throughout the employment life cycle - from drafting contracts and policies, guiding grievance or disciplinary processes, and resolving disputes before they escalate.
When growth plans involve acquisitions, disposals or TUPE transfers, we work hand-in-hand with our Corporate colleagues so the people elements never derail the deal.
Our experienced solicitors can represent your organisation in employment claims, whether in an employment tribunal or the courts.
Protecting personal reputation, remuneration and future prospects
Senior appointments call for strategic advice at every stage of a career. We review and negotiate director service agreements, bonus plans, share options and restrictive covenants; guide internal investigations, performance, grievance or discrimination issues; and manage boardroom or shareholder disputes that threaten reputation or equity.
Where departure becomes unavoidable, we secure maximum severance value, protect pensions and maintain confidentiality. If claims or injunctions arise, our employment specialists work with corporate colleagues to deliver joined-up advocacy that keeps your position and future prospects secure.
A leading UK manufacturer faced deadlock between two directors, jeopardising share value and staff morale. We combined employment and shareholder advice, drafted a holding-company resolution that paused dismissal threats and opened space for calm negotiation. Within weeks the outgoing director agreed staged repayment of loans and a clean exit on fair terms, restoring stability and preserving relationships.
Rapid expansion put a renewables group at risk of losing key managers. Working with Corporate and external tax advisers, we built a bespoke EMI share-option scheme and re-shaped equity so rewards matched growth targets. Successfully implemented, with supporting contractual and constitutional documents, the scheme motivated senior staff and locked critical know-how into the business.
An international consumer group entering the UK needed every people document in place before launch. We designed contracts for all grades, wrote the handbook, mapped GDPR duties and embedded a bonus and commission structure that echoed its global template. Eight weeks later the subsidiary opened on schedule, fully compliant and ready to recruit. The same framework now underpins a national healthcare client, proving the model scales from retail floors to clinical settings while protecting data, culture and growth plans.
A departing employee in the travel sector unlawfully retained confidential data including sensitive client lists. We assessed restrictive covenant strength, set out the quantified potential claim and loss position and convened a without-prejudice meeting that compelled early settlement. Relations with skey clients remained intact and costly injunction proceedings were avoided.
During a site-wide restructure a manager alleged serious safety breaches. We ran the grievance inquiry in parallel with a compliant redundancy process, keeping evidence lines clear and consultation transparent. With allegations of failings thoroughly investigated, the matter closed without a claim and with the restructure completed fairly and on schedule.
Rapid expansion put a renewables group at risk of losing key managers. Working with Corporate and external tax advisers, we built a bespoke EMI share-option scheme and re-shaped equity so rewards matched growth targets. Successfully implemented, with supporting contractual and constitutional documents, the scheme motivated senior staff and locked critical know-how into the business.
An international consumer group entering the UK needed every people document in place before launch. We designed contracts for all grades, wrote the handbook, mapped GDPR duties and embedded a bonus and commission structure that echoed its global template. Eight weeks later the subsidiary opened on schedule, fully compliant and ready to recruit. The same framework now underpins a national healthcare client, proving the model scales from retail floors to clinical settings while protecting data, culture and growth plans.
A departing employee in the travel sector unlawfully retained confidential data including sensitive client lists. We assessed restrictive covenant strength, set out the quantified potential claim and loss position and convened a without-prejudice meeting that compelled early settlement. Relations with skey clients remained intact and costly injunction proceedings were avoided.
During a site-wide restructure a manager alleged serious safety breaches. We ran the grievance inquiry in parallel with a compliant redundancy process, keeping evidence lines clear and consultation transparent. With allegations of failings thoroughly investigated, the matter closed without a claim and with the restructure completed fairly and on schedule.
