Employment for Corporates

We can advise on:

• Confidential information
• Customer and client connections
• Data protection and privacy
• Employees and workforce teams; and
• Intellectual property

All of these assets can be protected in various ways, including through effective contractual terms, policies and processes, as well as the use of practical and tactical commercial strategies to avoid potential risks.

Adopting effective structures and restructuring exercises involves strategic employment considerations.Commercial business relationships with third parties demand significant consideration of workforce management, and this is of particular importance where the Transfer of Undertakings Protection of Employment Regulations (TUPE) may be applicable.

We can advise on:

• Staff transfer and consultation issues in outsourcing or retendering
• Management of staff in a share sale
• Transferring or inheriting staff in a merger or acquisition

In any situation we will guide you through the process of internal restructuring and the staffing elements of commercial transactions to highlight employment considerations and to balance business aims, workforce morale, legal requirements and practical experience.

This involves working with businesses on a day-to-day level to adopt strategies which foresee potential claims such as constructive dismissal, discrimination or stress and sickness related allegations.

We take a pragmatic and commercial approach both in dispute avoidance and in the conduct of employment tribunal and court litigation, as well as dealing with effective strategies for settlements on termination of employment.

Discrimination law requires many practical considerations and an understanding of the legal application within the work place.

Prohibited grounds of discrimination can include:

• Age
• Disability
• Gender
• Marital status
• Race
• Religion or belief
• Sexual orientation

Whether these issues are engaged in recruiting staff, drafting contracts and policies, or in day-to-day management, our team is trained to assist businesses in operating as equal opportunities employers, and in dealing with and resolving wherever possible, allegations of discrimination.

Linked to this area are the protections in place for staff who may be classed as ’whistleblowers’ which can impact corporate employers in numerous ways.

Industrial action has serious implications for an employer’s business and reputation. Preventing it requires rapid specialist legal action.

We have extensive experience and expertise in this niche area. We help a diverse range of clients resolve their disputes and build an IR framework to minimise the risk of any occurring.

Whilst we are best known for injuncting industrial action, our longer term aim is to help our clients achieve and maintain good employee relations through strategic planning.

We can advise on:

• Dealing with union and employee representatives
• Implementing union recognition and de-recognition
• Providing information and consultation

In addition, employee incentives such as pension entitlements, bonus schemes and employee share schemes all form part of the bond between employers and a loyal workforce.

We assist businesses in ensuring contracts, policies, and benefits are clearly drafted with a view to protecting against perceived business risks, but in a practical and positive manner to assist business development.