Consultancy
Practical & Cost Effective Employment Law Support
When You Need It
With significant shifts to UK employment law on the horizon for 2026 and beyond, organisations need consistent, proactive guidance to stay compliant and avoid costly legal proceedings.
Whether you are looking to build an ongoing relationship with a trusted advisor or require assistance on an ad hoc basis, we can support you.
Retained Employment Law Service
Our retained employment law service provides ongoing, expert support designed to safeguard your organisation, strengthen internal practices and reduce the likelihood of disputes escalating into formal action. For a predictable monthly fee, you gain access to specialist employment law expertise - functioning like your own in-house legal resource, but without the overheads.
This service is built for SMEs who want reliable advice on demand. Support typically includes:
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Unlimited telephone and email guidance
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Contract and policy reviews
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Assistance with disciplinary and grievance processes
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Oversight on restructures, redundancies and TUPE
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Regular updates on legislative change
This ongoing relationship ensures continuity, quick access to advice and a proactive approach to compliance - giving you clarity, confidence and stability as employment law enters a period of major reform.
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Ad Hoc Support
Our ad hoc employment law advice service offers fast, focused support when issues arise unexpectedly or require immediate attention.
Whether you're managing a time-critical decision or a sensitive disciplinary/grievance matter, we provide clear, practical guidance exactly when you need it. Where an independent approach is required, we can also conduct the investigation for you, ensuring a fair and transparent process.
This flexible, on-demand service allows you to act confidently, minimise risk and maintain compliance without the commitment of an ongoing retainer.
Get in touch today to discuss how we can help
Preventing Sexual Harassment Policy
Since October 2024, all employers have been under a legal duty to take reasonable steps to prevent sexual harassment in the workplace. Having a robust policy in place is an important part of meeting this duty - setting out the organisation's approach, what steps are being taken, and how staff can raise concerns.
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Failure to comply can result in enforcement action by the Equality and Human Rights Commission, increased Employment Tribunal awards, reputational damage and a negative impact on staff morale.
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If you would like a Prevention of Sexual Harassment Policy that compliments the other policies you already have in place, please get in touch.