Our London branch at Holborn Gate, 330 High Holborn, WC1V 7QH, provides strategic employment and labour litigation support to domestic and international organisations operating under the law of England and Wales. The evolving regulatory environment, increased cross-border mobility and heightened data and regulatory scrutiny require integrated advisory, dispute and transactional capability to manage risk and preserve operational continuity.

Advisory services: prevention, policy and regulatory alignment

Advisory work focuses on preventing disputes and ensuring compliance with statutory obligations and regulator expectations. Typical matters include drafting and updating employment policies, disciplinary and grievance procedures, redundancy programmes, reasonable adjustments and absence management, and sector‑specific regulatory requirements (for example, FCA/PRA obligations for regulated entities). We also advise on cross-border secondments, immigration compliance, and structuring flexible working arrangements consistent with data protection and collective rights.

Litigation and dispute resolution

When disputes arise, a pragmatic, risk‑calibrated approach is essential. Services include representation and advocacy before employment tribunals and higher courts, strategic case management, early neutral evaluation, mediation and arbitration, and managing multi‑jurisdictional employment class or collective claims. Particular emphasis is placed on rapid fact-gathering, preserving evidence (including email and HR systems), and integrating criminal or regulatory exposure where relevant.

Transactional and M&A employment work

Employment diligence and transactional advice are critical to achieving certainty in M&A and corporate reorganisations. Key areas are TUPE risk assessment and liability allocation, warranties and indemnities relating to employee claims, harmonisation of employment terms post‑close, change management programmes and retained workforce protections. We work with deal teams to quantify contingent liabilities and design remediation or escrow arrangements where appropriate.

Investigations, data and crisis response

Independent workplace investigations—into harassment, whistleblowing, fraud or regulatory breaches—must balance thoroughness with procedural fairness. Advice covers investigatory scope, witness management, suspensions, report drafting and subsequent disciplinary steps. Given the intersection with privacy and cyber risk, coordination with data protection and IT specialists is essential for handling sensitive employee data and cross‑border transfer issues.

Practical checklist for employers

• Review and update employment contracts and handbooks annually to reflect legal and regulatory changes.
• Maintain clear grievance and disciplinary procedures and ensure trained investigators are available.
• Perform employment due diligence on target entities and map TUPE exposure before transactions.
• Secure and preserve digital evidence promptly when a potential claim or investigation is anticipated.
• Coordinate HR, legal and communications teams early in any crisis to manage regulatory notifications and reputational risk.

Jurisdiction and sources

Guidance and statutory framework referenced are those applicable in England and Wales. Authoritative sources include:

• GOV.UK (primary legislation and government guidance)
• Acas (advice on best practice and dispute resolution)
• HM Courts & Tribunals Service (employment tribunals)
• Information Commissioner’s Office (data protection and employee privacy)
• Financial Conduct Authority (sector regulation where applicable)

For organisations operating in Scotland or Northern Ireland, procedural and tribunal arrangements differ and should be considered separately.

General information only; not legal advice and not a substitute for advice on a particular matter.