Employment Law

Leading employment law specialists providing advice and guidance for employees and employers.

Leading employment law specialists providing advice and guidance for employees and employers.

Employment law, Management & Business advice

Effectively using engagement and procedures to resolve workplace disputes

Employment law can be a potential minefield and an area of law subject to constant change. Litigation is not only costly, but can be a major distraction. Difficult situations are sometimes unavoidable which is why getting the right advice from the start is paramount.

Our team has a proactive, can-do, approach to employment matters. Our aim is to support you in running your business and provide you with tailored, comprehensive and practical advice. We are not here to tell you what to do, but to help you to make things happen, how and when you want.

Dismissals & Severance Deals

Dismissals & Severance Deals

Training & Support

Training & Support

Performance & Management

Performance & Management

Employment Contracts

Employment Contracts

Disciplinaries & Grievances

Disciplinaries & Grievances

Change Management

Change Management

Wednesday Wisdom Webinars

These live 60-minute sessions will cover an array of employment law topics which are fundamental for business owners to avoid pitfalls, debunk the myths of employee relations and guide you to successful resolutions.

The audience will comprise a select group of business owners and managers. This is a cost free way for you to stay connected and well informed on employment law and best HR practice.

Your Employment Law and Employee Relations Update

Are you unsure of the next steps to take with your business? Want to be kept up to date with the latest employment laws? Then sign up to our Employment Bulletin or read the latest news in our online News Bulletin for handy business insights!

Effective employee relations

Your employment experts since 1882

The Goughs approach to employment law

We listen to our clients and provide creative outcomes to any employment situation. Our refreshing and innovative approach will ensure that you have the information you need to make the right commercial decisions for your business and your people.

Our clients rate us excellent

Sue Greenman

Everything was completed professionally and within my tight time scales. I would like to say thank you and would definitely go back to Goughs should I need help in the future.

Ali McBrine

Thank you Alice Blackmore for your fantastic professional support, with care, compassion and kindness, of our need for explanation and understanding of the system and language in a lot of correspondence. Thank you too for being always being honest and empathic of our feelings.

Andrew Alvis

Another well-managed transaction handled promptly and professionally by Nadine Cook and her team. We have used Goughs before, will use again and would not hesitate to recommend their services to anybody.

Phil Carter

Goughs Solicitors provide a friendly, professional and extremely reassuring service. The whole team, especially Georgina Catlin, are empathetic and provide sound advice when required, you definitely feel you are in safe hands.

Most popular business employment questions

Well in a nutshell:

Firstly, the employee should raise the grievance in writing.

The employer should hold a meeting and investigate the complaint. At the meeting the employee is legally entitled to be accompanied by a fellow work colleague or a trade union representative if they are a member of a union.

The employee should be given sufficient time to discuss the nature of their grievance, and if appropriate the meeting should be adjourned for further investigations to take place.

After the grievance has been fully investigated a further meeting should be held to enable the employer to communicate its decision; this should also be followed up in writing. If the employee remains unhappy, they have a right of appeal.

Contracts go far beyond the legal necessity, they provide protection and peace of mind to all parties so everyone knows where they stand.

Redundancy pay is calculated based on the employees length of service and age. The length of service is capped at 20 years. The weeks pay is also subject to a statutory cap, which usually increases annually.

Subject to a statutory act and the definition of ‘a weeks pay’ an employee gets:

  • 1.5 weeks pay for each full year of employment after their 41st birthday
  • a weeks pay for each full year of employment after their 22nd birthday
  • half a weeks pay for each full year of employment up to their 22nd birthday

Courts and Tribunals have long recognised the rights and needs of a business to reorganise and restructure. Such reorganisation could include a reduction in staff, changes to terms and conditions, or perhaps a change in the way an item is produced.

If an employee refuses to go along with a business reorganisation then in certain circumstances an employee can be fairly dismissed.

Find out more by visiting our frequently asked questions or get in touch with a specialist employment lawyer today. 

Specialist Employment lawyers

Knowledge

We draw from a wide range of disciplines to support you in keeping your business moving forward.

Heritage

Goughs have been providing legal services to businesses across the south west since 1882.

Experience

We deal with a wide variety of corporate clients so have the expertise to ensure all your needs are dealt with by one team.

Your employment law team

Rebecca Dennis

Senior Associate, Head of Employment

Rebecca's professional background is unique in that she worked for more than 20 years as a barrister providing legal advice, drafting and advocacy for her clients and more recently provided specialist trouble-shooting services on employment law and employee relations at a leading international HR outsourcing company. She is now proud to lead the Employment Department at Goughs.

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