Employment Law & HR Lawyers in Liverpool

We can review and update your contracts of employment, employee handbook, and all other employment-related documentation, to ensure that they are all legally compliant.

We can be on hand to deal with all of your everyday employment law issues. You can send us an email query or pick up the telephone for instant access to a qualified employment law solicitor. This efficient service is invaluable to many of our clients, offering them a quick and straightforward solution to their day-to-day employment law challenges.

If you are faced with an Employment Tribunal claim, our solicitors will advise you fully and defend your position vigorously. We can manage the entire process from responding to the initial claim to representing you at the final hearing. We will advise you of the costs, risks, and benefits of defending the claim and, where appropriate, conduct any negotiations with ACAS in order to find an amicable solution out of court.

If the claim goes all the way to an Employment Tribunal hearing, we can assist in interviewing any staff connected with the claim, draft all of your witness statements, prepare the case for hearing and provide you with full support throughout the entire process. We can also represent you at any Employment Tribunal hearings or arrange representation by calling upon our preferred specialist Counsel where required.

When conducting a disciplinary or grievance procedure, it is very important that you follow the correct process. This will ensure that you reduce the risk of an employee bringing a successful claim at an Employment Tribunal. We are experts in ensuring that you follow the correct procedure and we are on hand at all times to guide you through the process and protect your business.

Before dismissing an employee, it is vital to take the necessary steps to avoid a claim such as unfair dismissal, unlawful discrimination, or an unlawful detriment. We can guide you through a fair investigation procedure and put in place a robust system which ensures that employees are given the opportunity to explain their performance and are provided with the opportunity to improve. Poor performance may be a fair reason to terminate employment, but the dismissal will only be fair when the correct procedure is followed. We will help to ensure that you follow a fair procedure and can ensure that any action you take is not unlawful. If dismissal is inevitable, we will work with you to ensure that the risk of any claims against your organisation is minimised.

Absenteeism generally falls into 2 categories:

• Intermittent absences – this is where one of your employees has lots of short periods of absence.
• Long-term absences – where an employee has been off sick for a long time, with no sign of a return, and there is a question mark as to when and in what circumstances they are able to return to work.

It is important that you deal with these issues efficiently and effectively in order to ensure that your organisation does not suffer, and that staff morale is maintained.

The procedure to be followed for someone on long-term sickness will likely need to be different from that when dealing with someone with intermittent absences.  It is also important to be mindful that there is a higher risk that some employees with lots of intermittent absences may in fact be malingering, which would then need to be treated as a disciplinary matter.

You also need to be particularly careful that any action in relation to an employee‘s sickness is not discriminatory of the grounds of his or her disability.

In relation to both intermittent absences and long-term absences, we can ensure that you have a robust system in place to ensure that your organisation is not vulnerable to an employment tribunal claim.

From the very minute that you consider making an employee or a group of employees redundant, we can provide you with advice and assistance. Your organisation must follow the correct procedure for making an employee redundant in order to avoid a claim being brought against you. Our team can guide you through the, often complex, redundancy process, assessing the risks and outlining all of the steps you must take.

We can provide advice on employment issues that concern data protection and the GDPR. This includes updating employment contracts, updating privacy notices and providing advice on Data Subject Access Requests.