When can we help?
Companies hiring or expanding their workforce, HR teams reviewing the internal documents already in use, and employees who want to understand their rights and obligations within the relationship.
Our approach
Review the documents currently in use
Before turning to a specific situation, we look at the template contracts, internal rules and policies currently in use. Most personnel difficulties trace back to loosely drafted underlying documents rather than to the incident itself.
Identify the situation and the required sequence
Each personnel matter has its own sequence: who must take part, which documents must be created, and the time limits set by the rules in force. We map that sequence first so later steps do not have to be repeated.
Draft the documents and guide the steps
Notices, minutes, decisions and supporting documents are drafted as a set, with guidance on the order of issue and how the file should be kept. You know who signs, when, and what evidence to retain.
Hand the process over to your HR team
At handover you receive the forms and a description of the sequence, so your HR team can run it themselves next time. We set out plainly which situations warrant speaking to a lawyer again before a decision is taken.
Frequently asked questions
What should I prepare for the first meeting?
The employment contract and any addenda, the internal labour rules and related policies, and a short account of what happened in chronological order. If notices, minutes or emails have passed between the parties, bring them in full rather than in extract. The closer the file is to the actual position, the less the initial assessment has to be revised later.
Can you tell me straight away whether a personnel decision is sound?
No. Until we have read the contract, the internal rules and the documents already issued, we can only describe the factors usually taken into account, not reach a conclusion on your matter. We say clearly which parts we can already assess and which still depend on documents. That way you are not relying on a hasty view when taking a decision that is hard to undo.
Do you act for employers or for employees?
We take instructions from either side, but never from both parties to the same matter. Before accepting work we run a conflict check, and we decline where the instruction would conflict with an existing client. If we do decline, we say why as far as confidentiality allows, so that you can look elsewhere without losing time.
How long does an employment matter usually take?
Reviewing internal documents or preparing a single set of paperwork is usually far shorter than a contested matter. Once a dispute has arisen, timing depends on the procedure chosen, the time limits under the rules in force and how far the other side engages. We give an estimate after reviewing the file and identify plainly which parts neither side can control.
Scope of support
- Drafting employment contracts
- Preparing workplace rules
- Internal governance regulations for small and medium-sized businesses
- Handling discipline and termination of employment in the correct order
- Employment disputes, for employees or employers