Specialist employment law advice for employers carrying out redundancies, defending tribunal claims, or drafting settlement agreements. Getting legal advice before you begin a redundancy programme — rather than after a claim has been filed — is almost always cheaper and less stressful.
Consider getting specialist legal advice if: you are planning a collective redundancy of 20 or more employees; your redundancy programme involves employees on maternity, adoption, or sick leave; an employee has raised a grievance or indicated they may make a claim; you are negotiating or drafting settlement agreements; you are facing an Employment Tribunal claim; or you are unsure whether your selection process or consultation meets legal requirements.
A specialist employment law solicitor can: review your process before you begin and flag legal risks; draft or review redundancy letters and settlement agreements; advise on collective consultation obligations and HR1 filing; represent you at an Employment Tribunal; and negotiate with employees' solicitors to reach cost-effective settlements.
Unfair dismissal awards can reach £115,115 per employee (2025/26 cap). Discrimination claims are uncapped. A Protective Award for failing collective consultation obligations can add up to 90 days' gross pay per affected employee. Employer legal fees to defend a contested tribunal claim typically run to £15,000–£50,000 per case. Against this background, a few hours of upfront legal advice is almost always a sound investment.
Look for a firm or individual who: specialises in employment law rather than a general commercial practice; is regulated by the Solicitors Regulation Authority (SRA); has experience with employer-side redundancy, collective consultation, and tribunal defence; and provides clear, fixed-fee pricing for initial advice. Many employment firms offer a free or low-cost initial consultation for employers.