Employment law for employers, settled early.

Most dismissals that go wrong do so in the week before the meeting. Call us before the invitation letter goes out.

1. Tell us the reason and the history. We ask how long the person has worked for you, what has been said and written so far, and whether anything else is going on, such as sickness, a pregnancy or a recent complaint.
2. We test the reason and the process. A fair dismissal needs a fair reason and a fair procedure. We tell you which one is weak and how to fix it.
3. You get a written plan before the meeting. The invitation letter, who should chair, what to ask, and how the right of appeal works.
4. Where a clean exit is better, we draft a settlement agreement. The employee has to take independent legal advice on it for it to be binding.

Point of law. A dismissal can be unfair because of how it was carried out, even when the reason for it was sound.

A grievance is often the first written sign of a claim. How you handle it becomes part of the evidence if a claim follows.

1. Send us the grievance as written. We read it the same day and tell you whether it raises anything that could become a claim, such as discrimination or whistleblowing.
2. We plan the investigation. Who investigates, who hears the grievance, what to collect and in what order.
3. We draft the outcome letter with you, and set up the appeal stage so it is heard by someone new to the matter.

Point of law. The ACAS Code of Practice on disciplinary and grievance procedures sets out the steps a tribunal expects to see. If an employer unreasonably fails to follow it, a tribunal can increase an award by up to 25%.

Restructures fail on timing and selection. We set both before anyone at risk hears about the plan.

1. We map the change. The roles affected, the selection pool, the scoring and the timetable.
2. We write what managers say. Consultation letters, meeting scripts and answers to the questions people will ask.
3. We check the end of the process. Alternative roles, scores, notice and redundancy pay, before any dismissal letter goes out.

Point of law. Under the current rules, if you propose to make 20 or more employees redundant at one establishment within 90 days, collective consultation applies and you must notify the government before the dismissals take effect.

The clock starts when the tribunal sends the claim, so send it to us the day it reaches you.

1. We assess the claim. You get a plain view of its strengths, its likely value and the cost of defending it.
2. We draft and file your response, then handle ACAS, document disclosure and witness statements.
3. If it goes to a hearing, we prepare your witnesses and represent you, or brief a barrister where the case needs one.

Point of law. The employer's response form (ET3) normally has to reach the tribunal within 28 days of the date the claim was sent to you.

A call from an ACAS conciliator means an employee is thinking about a claim. It is also the earliest formal chance to settle it.

1. Tell us what the employee says the dispute is about. We look at the facts before you say anything to the conciliator.
2. We advise whether to talk, what to offer if anything, and what any agreement should cover.
3. If terms are agreed, ACAS records them on a COT3 form, which settles the dispute.

Point of law. Most people have to notify ACAS for early conciliation before they can bring a tribunal claim. Taking part is voluntary for the employer.