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Ellisons' Employment team offer a comprehensive employment law service for employers in Essex, Suffolk and across the UK.
As an Employer, whatever challenges you are facing in your business, we understand that things can sometimes go wrong and that this can cause uncertainty, disruption and loss of productivity, which affects morale as well as the bottom line. It can be a difficult and stressful time. Employment Law is diverse and complex, and changes and evolves more than any other. The risks associated with getting it wrong need to be understood and managed. The Ellisons Employment team is here to help take the strain. Our specialist employment law solicitors are on hand to give you clear, prompt, and practical advice and support, to help you resolve the issues as quickly as possible and commercially.
We offer support, advice and assistance on all aspects of employment law, no matter what the problem is, giving as much or as little help as you need and enhancing your prospects of achieving the best possible outcome with minimum delay.
Whether working alongside your HR team or supporting you directly, we firmly believe that prevention is better than cure and that advice should not be one size fits all. We want to get to know you and your business and how you work, tailoring our advice and support to your needs and commercial priorities.
Whether it is a one-off piece of advice, supporting you through a tricky disciplinary or grievance process, or representing your business in the Employment Tribunal, the expert Ellisons Employment Team are here to help.
We will discuss costs with you at the outset and agree a course of action with you before you incur any costs. We offer a range of different fee options ranging from conventional hourly rates to agreed fixed or capped fees where appropriate.
We work closely with a number of trusted partners who can provide expert help and guidance on such matters as:
We also offer FIXED FEE Support Retainers covering telephone backup to a full HR legal support service, backed with an option of Employment Law Protection insurance, depending upon the level of support required.
Where you are defending an Employment Tribunal claim then you may have the benefit of Legal Expenses insurance to help with funding. Please contact our specialist Employment Law Solicitors on 01473 556900 or email us at enquiries@ellisons.com on a no obligation basis.
More specific information about cost associated with defending pursuing certain claims in the Employment Tribunal can be found below.
Have a different question?
Get in touchUnder current UK employment law, employers are required to provide all workers and employees with a principal written statement of employment particulars on or before their very first day of work. This document must set out core terms including job title, pay details, working hours, holiday entitlement, sick pay provisions, and notice periods. To safeguard your business beyond these basic terms, it is advisable to draft comprehensive contracts that incorporate tailored post-termination restrictions and confidentiality clauses. Our employment solicitors help businesses create clear, compliant contracts and staff handbooks that establish clear expectations and minimise the risk of workplace disputes.
Managing capability issues effectively requires following a fair, transparent procedure aligned with the Acas Code of Practice. The first step is usually an informal discussion to outline specific performance concerns, set clear objectives, and offer any necessary training or support. If performance does not improve, you should move to a formal capability process involving written notice of hearings, the right for the employee to be accompanied, and reasonable timeframes to meet clear targets before issuing warnings. Taking advice early ensures every step is documented properly, protecting your organisation against potential unfair dismissal or discrimination claims.
To ensure a redundancy process is legally sound, you must demonstrate a genuine redundancy situation – such as an office closure, workplace relocation, or a reduced requirement for specific roles. Employers need to establish objective selection criteria, consult meaningfully with affected staff (and trade union or employee representatives if undertaking collective redundancies), and explore alternative employment within the business where available. Calculating statutory or contractual redundancy pay correctly is also essential. Our team supports business owners and HR leaders through every stage of restructuring, ensuring full compliance while handling sensitive workforce changes with tact and care.
If you have any enquiries please contact any one of our specialist team who would be pleased to advise you on your options. You can also contact your lawyer individually from ‘Our People’ using the link below.
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