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Employment Law for Employers


Reorganisation, restructure, and redundancy are an increasingly normal part of the business life cycle and are often influenced by external forces. Our employment solicitors can advise employers on how to properly undergo such changes to minimise the risk of litigation.

Many organisations will at some stage require reorganisation or restructuring to adapt to a changing economic situation. We can provide high-quality legal advice on employers’ duties to their staff when looking to restructure or undertake a redundancy exercise. Our experience in advising employers on individual and collective redundancies places us in the perfect position to support and guide employers through this process.

Our Employment team can help with the following:

  • Identifying the pool of employees for selection
  • The selection criteria for redundancies
  • How to communicate effectively in a collective redundancy situation
  • The election/ballot process in a collective redundancy situation

The requirements for a fair redundancy process can be complicated, particularly where an employer is seeking to select individuals for redundancy from a larger group. Our experience has shown that where employers seek legal advice during a redundancy process, the risk of Employment Tribunal claims is significantly reduced. However, if an employer is faced with such a claim, we are able to advise on its merits and robustly defend our client’s position in the Tribunal.

Seeking legal advice at your earliest opportunity will put your organisation in the best position to minimise risk and ensure all legal obligations are complied with, saving costs in the long run.

It is important to act quickly when an employment issue arises. To get in touch with our Employment team please complete the enquiry form here or call us on +44 (0)20 7833 4433.

Meet the team

Krishna Santra


Nidhi Chopra
Locum Solicitor

Employment Law

How can we help you?

We are here to help. If you have any questions for us, please get in touch below.