Commercial Employment Law

Restrictive covenants are clauses in employment contracts designed to protect a business after an employee leaves by limiting certain activities, such as competing with the employer, soliciting clients, and using the employer’s confidential information, customer connections and goodwill.

An employment handbook is an essential tool for any workplace as it sets out all company policies and procedures. Policies are used to set out the standard expected of employees, to assist the running of the business and to reduce legal risk by ensuring legal rights and responsibilities are understood by all.

Privacy and data protection are essential responsibilities for every employer. Businesses must handle employee information lawfully and securely in line with GDPR to avoid non-compliance.

Determining whether an individual is an employee, a worker or self-employed is important, as each status carries different employment rights and obligations for you as an employer.

Disciplinary procedures set out how employers address concerns about an employee’s conduct or performance. Grievance procedures provide a formal route for employees to voice workplace concerns. Employers should aim to adhere to the principles of fairness set out in the ACAS Code of Practice.

Discrimination occurs when an employee or worker is treated unfairly because of a protected characteristic such as sex, race, disability, age, religion, pregnancy, sexual orientation or other protected grounds. This can be direct discrimination, indirect discrimination, harassment and victimisation, and can arise at any stage of employment, from recruitment to dismissal.

Under the new Employment Rights Act 2025, employees will gain day-one rights to paternity leave and unpaid parental leave, along with stronger protections against dismissal during pregnancy and for at least six months after returning from maternity leave.

Managing absence and long-term illness requires a fair, consistent approach that supports the employee while protecting business continuity. Employers should monitor absence, maintain regular communication, consider reasonable adjustments, and ensure any formal action follows a fair procedure in line with ACAS guidance.

We support businesses through new or existing restructures, advising on contract variations, redundancies, TUPE issues and drafting Settlement Agreements where needed. Employers need to consider whether the statutory definition of redundancy is met and whether collective consultation obligations apply to follow a correct and fair procedure.

The Transfer of Undertakings (Protection of Employees) Regulations 2016 applies to business transfers and service provision changes. TUPE provides employees with protections, therefore it’s essential that the correct process is followed and full due diligence on employment liabilities is completed.

Employees who raise concerns about wrongdoing are protected by law, and failing to deal with disclosures properly can expose employers to significant risks. We can help you understand your obligations, respond appropriately to protected disclosures, and ensure your internal policies cover this.

ACAS Early Conciliation is the mandatory first step for most workplace disputes before a claim can be issued in the Employment Tribunal. When an employee contacts ACAS, you will receive a notification inviting you to engage in the conciliation process. This stage offers an opportunity to resolve matters.

We can help you defend potential or actual Employment Tribunal claims involving your company, its officers or staff. We can assess the strengths and risks of your defence, handle settlement negotiations, and guide and represent you throughout the Tribunal process.