Employment

Business Employment lawyers in London and Thames Valley

Our employment law team work alongside clients, as trusted partners navigating the best course of action.

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Employment law is a rapidly changing and a breach could have consequences that can be costly to rectify.

We can offer a reassuring hand to help navigate the employment regulations and guide you to the right solution, offering the full range of employment law advice including immigration advice.

“An exceptional balance of expertise and personality.”

Legal 500

New Employment Law Updates for April 2024

There’s a large number of employment law changes coming in April that are set to shake up the workplace. Employers will need to update their policies to comply with these changes and ensure fair treatment of affected employees.

Update your HR Policies for only £750 + VAT

To update your HR policies impacted by the new changes in employment law, our team of highly experienced employment lawyers are providing a fixed price of £750 + VAT for a limited time only. This offer includes:

New policy required:

Carer’s Leave policy

Policies that will need amending:

Family Friendly leave policies: including maternity, adoption, and shared parental
Redundancy policy
Flexible Working policy
Time off policy: any policy which covers time off for dependants or emergency leave may need updating

All this for only £750!

FIND OUT MORE

Related services

Contracts, policies and procedures

Disciplinary & grievance

Discrimination

Flexible working & family friendly

Industrial relations & trade unions

Redundancies & settlement agreements

Restricted covenants & team moves

TUPE

Unfair dismissal

Whistleblowing

Tribunal Price Information

Key contacts

Monica Atwal

Managing Partner

View profile

Email Monica

+44 118 960 4605

Helen Beech

Partner

View profile

Email Helen

+44 118 960 4639

Publications

Read, listen and watch our latest insights

22 November 2019
Employment

Global labour standards will have a bigger impact on the UK, whatever the outcome of the election

the Labour Party has set out a radical manifesto for the future of UK employment law and there has been a lot of focus on the changes to laws affecting trade unions. It is worth picking up on further comments by the shadow chancellor today. When he was put on the spot regarding Labour’s position on secondary picketing, he refused to be pinned down but did state: “We will make sure that people have the right, as in the ILO conventions to withdraw their labour.”

22 November 2019
Employment

Unfair dismissal due to trade union activities

In the recent case of Cadent Gas Ltd v Singh the Employment Appeal Tribunal (EAT) has upheld a tribunal decision that an employee was automatically unfairly dismissed because of his trade union activities despite the fact that the disciplinary and appeal officers were not motivated by his union activities.

15 November 2019
Employment

Changing reasonable adjustments could be discriminatory

Employers should be aware that changing or removing adjustments for a disabled employee could amount to a failure to make reasonable adjustments, even if they are replaced with other adjustments.

08 November 2019
Employment

Restrictive Covenants – What’s happened in 2019

There have been some cases in 2019 which have offered employers guidance on restrictive covenants and demonstrated how important it is for employers to review such restrictions carefully.

08 November 2019
Employment

How employers should manage workplace romances

It is reported that over 50% of people have engaged in a workplace romance at some time in their career. Following the rise of the #MeToo movement it is fundamental that employers are aware of how to manage romantic relationships between colleagues and that training is provided to ensure compliance with workplace policies.The Chief Executive (“CE”) of McDonalds has this week been fired following a romantic relationship with a fellow employee. Despite the fact that the fast food giant acknowledged that the relationship was consensual, the CE was dismissed as he had violated company policy by engaging in the…

08 November 2019
Employment

Capita not liable to compensate for employee’s racist comments

Employers can be held legally responsible (vicariously liable) for the discriminatory actions of their employees which have taken place in the course of employment. To avoid being held liable, an employer would have to show that it took all reasonable steps to prevent the discriminatory actions from occurring. This is exactly what Capita managed to do in a recent racial harassment case, brought against both Capita and one of Capita’s operations managers.

“Clarkslegal’s innovative approach to solving complex cases is consistent; their quality standards are extremely high and their staff are efficient and friendly – overall 11/10!”

Carrol Douglas-Welsh, Head of Employee Relations – Scottish and Southern Energy

+44 118 958 5321 contact@clarkslegal.com