Employment Law Legal Advice & Support for HR Directors

Keeping ahead of the curve and on top of all those regulations is no enviable task and the risks of getting things wrong can range from high absentee rates to costly tribunals.

At Lupton Fawcett we can help ease the load by acting as your advisor on all matters HR.

Which means we can be there when you need us, and with HR covering so many diverse areas, it’s good to know you’re not alone.

Key areas include:

  • Absence management
  • Business immigration advice
  • Contracts of employment
  • Discrimination and whistleblowing
  • Disciplinary, grievance and performance issues
  • Employment tribunals
  • Employee fraud
  • Executive service agreements
  • Holiday pay claims and audits
  • HR support and advice
  • National Minimum Wage
  • Redundancies
  • Restrictive covenants and confidential information
  • Settlement agreements and protected conversations
  • Share option schemes
  • Social media conduct
  • Trade union and industrial relations
  • The Transfer of Undertakings (Protection of Employment) (TUPE)
  • Unfair dismissal, wrongful dismissal and costs information
  • Workplace policies and procedures
  • Employment Law and the Family Business

That’s quite a list and it’s no wonder we are called in to assist many of the senior HR professionals around the country.

It’s just not possible to know every aspect of every area of HR law, so it’s reassuring to know there are experts just a call away.

You can find more information on our employment law pages or call us on 0330 404 6412 to discuss any matters.

We can also offer

  • in-house training to you and your team
  • ad-hoc advice

Or you might want to consider predictable fees with our fixed fee HR and Employment retainer, you can find out more in our handy Fixed Fee HR Retainer PDF

In terms of broader responsibilities, you may also be expected to:

  • Set objectives for the HR team and track progress
  • Design and implement company policies that promote a healthy work environment
  • Help develop compensation and benefits plans
  • Support and suggest improvements in the entire recruitment process
  • Host in-house recruitment events
  • Discuss employees career development paths with managers
  • Monitor HR metrics (e.g. turnover rates and cost-per-hire)
  • Review departmental recruitment budgets
  • Organise continuous learning and development programs
  • Ensure the HR department address employees requests and grievances in a timely manner
  • Ensure HR procedures comply with health and safety regulations

We’ve highlighted a few of the hot topics affecting HR departments across the country.

Gender Pay Gap reporting

Employers now have the added headache of the new gender pay gap reporting rules. All those delightfully complicated spreadsheets and perplexing definitions, not to mention the increasingly creative efforts to explain away the gap between men’s and women’s pay.

We’ve written an article on Gender Pay Gap Reporting on our blog which will help you, but please feel free to call our employment law team on 0333 323 5292 and we’ll happily avail you of their extensive expertise.

Sexual harassment – lessons to be learned from the Weinstein scandal.

Recent media revelations over Harvey Weinstein and other showbiz and political figures have brought the issue of sexual harassment into the limelight once again. Many have questioned why it has taken so long for the allegations to come to light and why they were not raised at the time.

It’s also clear that many others in the organisation knew of the issues and didn’t come forward due to being afraid of the consequences, this blurs the lines between harassment and bullying, another hot topic in the workplace that we can help with.

Take a look at the full article on our blog, Sexual harassment – lessons to be learned from the Weinstein scandal.

If you’d like to talk about a particular harassment case within your workplace, please get in touch on 0333 323 5292 and we can discuss the specifics.

Office banter – is it really a defence to harassment?

We’ve all heard it “it was just office banter” which is usually a fair signal that something offensive, and possibly discriminatory has been said ‘in jest’ in the office. Potentially with a heavy price tag for the employer.

However, the recent case of Evans v Xactly Corporation has shown that, on occasions, a culture of banter can help to explain what, on the face of it, looks like potentially discriminatory conduct and help to defend the employer from a discrimination claim.

Maintaining a balanced position is the job of the HR department, because ignoring such issues and letting employees hide behind the ‘banter wall’ can be damaging. At the same time, you need to be careful of fostering an atmosphere of ‘fear of offending the easily offended’.

You can rely on us to discuss your environment, and of course any specific issues you have.

We offer in-house training that can help avoid issues like the one above and develop and warm, non-offensive culture.

Race related discrimination.

The very phrase is enough to send shock waves through the corridors of any HR department.

When racist comments and behaviours spill into the workplace, employers can be left facing claims of discrimination or harassment and face hefty legal claims.

On the broader note of harassment, there’s no dispute that your business remains responsible for their employees and their actions. If the actions of your staff help to create an offensive culture regarding race, nationality, ethnicity or colour, you may find yourself on the wrong end of an Employment Tribunal claim and your business reputation severely affected.

Indeed, it can be argued that it’s the role of the HR department to promote tolerance and respect. It’s all well and good educating staff members after the event, but you as a senior HR executive will come under fire, if you are not able to demonstrate that proactive measures to eliminate racial discrimination have been taken in the first place.

How Lupton Fawcett Can Help?

We know it’s incredibly hard to keep up with the fast-moving changes within employment law, so whether you are dealing with a specific case or simply looking to say in front of the ever-changing legislation, we can help.

Please call us on 0330 404 6412 to discuss your requirements.

We can also offer up to date legal training for you and your team which can be delivered either in-house or from one of our offices.

Further reading and an extensive list of HR articles can be found in our pages on employment law here.

Employment law assistance

Get In Touch Today!

Get In Touch Today!

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Remember you can still call us on 0333 323 5292 or email us at law@luptonfawcett.law

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