Employment Law Solicitors, we advise SMEs, corporates and individuals on employment law and HR matters.
People are a major asset within any business and, like any asset, they need to be supported and managed effectively and efficiently. Our employment law solicitors work with employers across a variety of industry sectors, including both the public and private sector, registered providers and charities, advising on all types of employment law matters.
Sources report that the employment team provide an "excellent service" and has "a great understanding of their clients' requirements."
client comments: "I can just pick up the phone and they will find someone to deal with the problem," adding that "they can understand what I'm dealing with."
I contacted Wright Hassall requiring legal advance regarding an employment matter .... Rebecca handled my case in a highly organised & efficient matter. She was calm and clearly communicated the legal details of the matter & advised on the best outcome. At a time that was potentially highly stressful, Rebecca’s professionalism was greatly appreciated.
Advocate Ian Besant heads the team at Wright Hassall LLP, which represents clients such as Waterloo Housing Association, Trident Reach and the British Safety Council. Suki Harrar is an expert in agreeing severance packages before matters reach the tribunal.
Ian Besant regularly advises on tribunal claims including whistle-blowing and discrimination. Clients say: "He's able to understand the commercial realities of what we're doing," and that "he's very personable and reacts very quickly."
Assists employers with a broad range of contentious issues, including discrimination and unfair dismissal cases. The team also undertakes general advisory and transactional work such as matters related to TUPE and outsourcings "We think very highly of the employment team and the services that they provide. They are always professional and efficient"
As employment law solicitors, we believe our approach is different. Our clients tell us that our practical advice not only ensures that they manage their employees in a legally compliant manner but it is also in tune with the way they need to do business. Timely, commercial and pragmatic advice along with pro-active account management and transparent, flexible billing arrangements are all aspects of a first-class service which we aim to deliver over and above expert legal advice. Our approach is on building long-lasting relationships with our clients and much of this is achieved by added-value elements such as training and regular updates.
Whatever the size of your organisation, dealing with people matters can be complex and time consuming.
Through our fixed fee employment law retainer service (“YEAR”), we provide clients with a cost-effective solution to employment law matters.
An initial audit to review existing HR documents and to identify areas of improvement.
Staff handbook and employment contracts updating service (if required).
Employment law advice by telephone and email.
Optional legal expenses insurance available.
Discounted rates for further visits including HR training and/or co-chairing meetings and/or providing face to face advice.
Please see our fixed fee employment law page for more details.
Successfully defended a whistleblowing claim brought against our client by an employee alleging financial irregularity.
Successfully defended a client facing an unfair dismissal claim from one of its employees who, having been made redundant, contended that there was not a true redundancy situation and that it was procedurally unfair.
Successfully defended a disability discrimination, unfair dismissal and breach of contract claim made by an employee who was injured at work. This involved a six day hearing with eight witnesses. The case went to appeal which we, again, successfully defended.
Advising a financial services company on TUPE-related matters relating to the provision of outsourced services including advice on amending and negotiating the services agreement.
Advising a large corporate on a complex claim, which includes TUPE-related issues, brought by senior personnel relating to a company acquisition.
Advising on the harmonisation of contracts following TUPE, including full consultation, notification, and negotiation of changes to employment contracts which involved both unionised and non-unionised members of staff.
We have a HR consultancy team which advises and supports clients, from start-ups to established businesses on a regular or ad hoc basis, advising on a range of HR matters from policies and procedures to managing redundancy programmes and TUPE-related due diligence. Our HR consultants frequently act as an extension to clients’ own management and/or human resource team, providing practical, commercial support on all human resource issues.
Our employment law solicitors are supported by specialist employment tax, HR management and information governance expertise to provide employers with a comprehensive employment-related service, whatever the size of workforce.
Quality assured: Wright Hassall is Lexcel accredited, the Law Society’s legal practice quality mark for practice management and client care.
The cost of running a tribunal depends on the complexity of the case: *complex cases involving multiple witnesses and extended documentation will, inevitably, cost more than straightforward cases where the employer has followed a fair process (based on the Acas Code of Practice) and has a genuine reason for dismissing the employee. Conversely, where it is clear that an employee has been unfairly dismissed because the employer did not follow fair process, this would also be considered straightforward.
An employer defending a claim from an employee for unfair dismissal or discrimination will have to invest more time and money than the employee, even if the case is straightforward. This is because more people are involved (in the investigation and hearing stages) and an employer will have more contractual documentation to be reviewed. Employers also need to remember when defending a discrimination claim that, if the tribunal finds against them, compensation payments are uncapped.
An employee bringing a case for unfair dismissal or discrimination is likely to have less contractual paperwork to sift through and there are usually fewer witnesses involved (for instance those carrying out the investigation will appear on behalf of the employer, not the employee). Therefore the overall cost may be lower than that for an employer; nonetheless the complexity of the issues involved will determine the final cost.
The prices outlined below are indicative only and based on a tribunal case being run with a combination of junior and senior lawyers whose time will be apportioned depending on the complexity of the case.
NB: the costs outlined below are based on the complexity of a case and apply to both employees and employers.
The above prices do not take into account any costs payable to a third party, such as the use of a barrister.
Including: Key dates for the diary; EU Settlement Scheme; The good work plan; Non-disclosure agreements; YEAR; Case Law update - Tread carefully if dismissing employee close to a TUPE transfer.
Featuring: Wage rates rise; the Good Work Plan; Consultation on extending redundancy protection for pregnant employees; workplace pension contributions rise; gender pay gap; equal pay in the retail sector; a case update.
Covering Brexit, the Good work plan, Pay ratio reporting, Pay slips, Consultations, YEAR, and a Case update.
When injunctive relief is "completely disproportionate"
Wright Hassall successfully acted for one of four Defendants (Ms Susan Cawley) in an application for injunctive relief (brought by Tenon FM Limited) that was described as “completely disproportionate” by a Judge in the High Court.