HR Advice

We advise our business clients on all aspects of the everyday employment issues ranging from managing sickness absence and dealing with disciplinary and grievance hearings to dealing with equal opportunities issues.

Examples of the day to day issues we advise on include:

Dealing with discrimination issues.

We provide advice on all aspects of discrimination matters, including dealing with internal discrimination investigations, defending discrimination claims and training staff on discrimination issues. We also provide Equal Opportunities Policies to our clients as part of our Essential Polices Toolkit.

Managing Sickness Absence.

We provide sickness absence procedures to our clients and advise on effectively managing absences. We also advise on dealing with return to work interviews, overlapping issues with unfair dismissal and particularly complex areas, such as pregnancy-related illness and disability discrimination issues.


Whistleblowing is an extremely complex area of law and getting it wrong can be very expensive and can result in adverse publicity. We provide advice to our clients on how to deal with whistleblowing disclosures and how to effectively manage them. We also defend whistleblowing claims and our past experience includes acting on a landmark whistleblowing case which resulted in a change in the law.

Dealing with Disciplinary and Grievance Issues.

We advise our clients on how to deal with disciplinary and grievance issues from the investigatory stage to disciplinary/grievance hearings and issuing disciplinary sanctions, including dismissal. We also advise our clients on how to conduct an effective disciplinary/grievance investigation, how to hold effective hearings and how to deal with overlapping disciplinary and grievance issues.

Managing Change – Re-organisations and Redundancy.

Re-organisation and redundancy exercises can be particularly challenging and we advise our clients on how to effectively consult both individually and collectively, how to establish selection pools and selection criteria, how to identify alternatives to redundancy and how to follow a fair procedure.

Key Contact

Carl Moran

Head of Respondent Litigation

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