Employment Law and HR Advisory
Specialist employment law expertise, integrated into everything we do.
Employment law advisory
Through our panel of specialist employment lawyers, we provide advice and, where required, representation across the full range of employment law matters. Whether your organisation is managing the risk of an unfair dismissal claim, navigating a discrimination complaint under the Equality Act 2010, working through the complexities of a TUPE transfer, meeting collective redundancy consultation requirements, responding to a whistleblowing or protected disclosure concern, resolving a contractual dispute, or preparing for an Employment Tribunal hearing, our team provides the specialist guidance you need.
Every workplace decision you make has employment law implications. How you investigate a complaint. How you manage a restructure. How you handle a dismissal. Whether your policies reflect the law as it stands today, not as it stood when they were written.
Employment law runs through all of our work. Our specialist employment law panel works alongside our investigators, mediators, and OD consultants so that every engagement is legally informed from the outset, not just reviewed by a lawyer at the end.
Employment Rights Act 2025 compliance
The ERA 2025 represents the most significant reform of UK employment law in a generation. Changes are rolling out in phases from April 2026, with further provisions taking effect through 2027 and beyond. Key changes include reforms to statutory sick pay, enhanced whistleblowing protections, extended collective redundancy consultation requirements, the move to “all reasonable steps” for sexual harassment prevention from October 2026, day one unfair dismissal rights with a new statutory probationary period from January 2027, and restrictions on fire and rehire practices.
We help organisations understand which changes affect them, assess their current compliance position, update policies and contracts, brief their management teams, and develop implementation plans that are proportionate and practical.
Sexual harassment prevention: the enhanced duty
From October 2026, the legal standard moves from “reasonable steps” to “all reasonable steps.” This is not a minor wording change. It shifts the burden significantly. Organisations will need to demonstrate proactive, documented prevention measures including risk assessments, policy reviews, training programmes, reporting mechanisms, and evidence of cultural assessment.
We provide compliance reviews, risk assessments, policy development, training, and cultural assessment that give your organisation documented evidence of meeting this enhanced duty.
Data protection and GDPR in the workplace
Workplace investigations, employee monitoring, absence management, and recruitment all raise data protection considerations that many organisations handle poorly. Our data protection specialists provide practical guidance on lawful processing in employment contexts, subject access request management, investigation data handling, workplace monitoring policies, and data protection impact assessments.