CORPORATE & COMMERCIAL LAW  / EMPLOYMENT LAW FOR BUSINESSES / BUSINESS IMMIGRATION /
CONSTRUCTION LAW / DISPUTE RESOLUTION & LITIGATION / 

Employment Law for Businesses

Managing employees in compliance with UK employment laws is essential to avoid disputes and maintain a productive workforce. Forest & Co advises businesses on contracts, redundancies, discrimination claims, disciplinary actions, and employee rights. Our legal team provides proactive solutions to mitigate risks and defend businesses in Employment Tribunal claims if necessary.

Clear, legally sound employment documentation is essential for managing staff and minimising risk. At Forest & Co, we help employers draft, review, and update employment contracts and workplace policies that reflect current legislation and best practices.

We assist with:

  • Employment contracts (including fixed-term, part-time, and zero-hour)
  • Director and executive service agreements
  • Consultancy agreements and freelance arrangements
  • Staff handbooks and HR policies (disciplinary, grievance, absence, etc.)
  • Tailored clauses on confidentiality, restrictive covenants, and IP ownership

We ensure your documents are aligned with your operational needs while also protecting you against claims for unfair dismissal, breach of contract, or unlawful deductions. As your business evolves, we can support you in reviewing and updating your contracts to reflect changing roles, remote work, or regulatory changes.

A strong contractual foundation is the first line of defence against workplace disputes — and we are here to help you build it.

Managing employee performance and conduct is a normal part of running a business — but when issues escalate, employers must tread carefully to avoid claims of unfair dismissal, constructive dismissal, or breach of contract. At Forest & Co, we help businesses handle dismissals and employee disputes lawfully, proportionately, and with minimal disruption.

We advise on:

  • Dismissals for misconduct, poor performance, redundancy, or capability
  • Following a fair disciplinary and grievance process
  • Constructive dismissal risks and allegations
  • Settlement discussions and protected conversations
  • Defending Employment Tribunal claims

We also support internal investigations, advise on ACAS Code compliance, and help employers respond effectively to early conciliation or pre-action correspondence. Where appropriate, we draft robust settlement agreements to resolve disputes efficiently and protect your business reputation.

Early advice can prevent a minor issue from becoming a costly claim. Whether you need guidance on a specific dismissal or ongoing support managing employee relations, our team provides practical, legally sound solutions tailored to your business.

Handling redundancies or business transfers requires careful planning and strict compliance with employment law. At Forest & Co, we help employers manage these processes fairly and lawfully — minimising legal risk while supporting business continuity.

We advise on:

  • Individual and collective redundancy procedures
  • Redundancy selection criteria, consultation, and notice requirements
  • Calculating statutory and enhanced redundancy pay
  • TUPE (Transfer of Undertakings) obligations during mergers, acquisitions, or outsourcing
  • Employee liability information and post-transfer harmonisation

Whether you are closing part of your business, restructuring roles, or acquiring another company, we guide you through each stage to ensure compliance with the law and reduce the likelihood of tribunal claims.

We also draft and review:

  • Redundancy letters and scripts
  • Settlement agreements for exiting employees
  • Consultation documents for TUPE and collective processes

Forest & Co provides strategic, practical support to help you make necessary changes while treating employees fairly and protecting your business interests.

Claims of discrimination or harassment in the workplace can be highly disruptive and damaging to your organisation’s reputation. At Forest & Co, we provide strategic legal support to help employers defend against discrimination claims, resolve disputes effectively, and maintain a lawful, inclusive workplace.

We advise on:

  • Defending Employment Tribunal claims for direct or indirect discrimination
  • Allegations of harassment, victimisation, or failure to make reasonable adjustments
  • Employee grievances and internal investigations
  • Employer liability for the actions of managers or staff
  • Reasonable steps defence and equality training policies

We work closely with employers to assess the validity of claims, prepare legal responses, and gather evidence to support your case. Where appropriate, we negotiate settlements or represent you at tribunal to limit financial and reputational exposure.

We also assist with:

  • Drafting robust equality and anti-harassment policies
  • Delivering staff training on diversity and inclusion
  • Conducting fair disciplinary action following complaints

Whether a claim is unfounded or stems from deeper workplace concerns, our team will support you with clarity, discretion, and legal strength at every stage.

Book a legal consultation

Frequently Asked Questions

Yes. All employees are legally entitled to receive a written statement of terms from day one. A full written contract provides clarity, reduces disputes, and protects your business with enforceable clauses.

Unfair dismissal relates to the reason and process used to dismiss an employee, while wrongful dismissalconcerns a breach of contract — typically failure to give proper notice. Employees may claim one or both depending on the circumstances.

Follow a fair and consistent process, document your reasoning, and ensure decisions are not based on — or influenced by — protected characteristics such as age, race, gender, or disability. We can advise you before you take action to reduce legal risk

You must follow a fair redundancy process, including consultation, proper selection, and statutory notice/pay. If you are making 20 or more redundancies, collective consultation rules apply. We can help you plan and implement a compliant process.

TUPE (Transfer of Undertakings Protection of Employment) applies when a business is sold or outsourced. It protects employee rights and places strict duties on both the outgoing and incoming employer. Legal advice is essential to manage this process correctly.

Yes. Settlement agreements can be used to resolve disputes confidentially and prevent future claims. We can draft and negotiate terms to protect your business while ensuring the agreement is legally valid.

Take it seriously and follow a fair grievance procedure. Investigate promptly and keep records. We can support you through the process and advise on next steps — especially if the grievance raises legal or reputational risks.

Yes, employers can be vicariously liable unless they can show they took all reasonable steps to prevent the behaviour. Having up-to-date anti-harassment policies and regular staff training is key to both prevention and legal protection.