Employment Law Guidance

At Professional Accountants, we understand that navigating employment law can be complex and time-consuming for businesses and across the UK.

That’s why we provide clear, up-to-date employment law guidance tailored to your company’s size, sector, and evolving needs.

Whether you’re drafting contracts, handling dismissals, or managing workplace disputes, our expert advisors work alongside your team to ensure legal compliance, protect your business, and foster positive employee relations.

Why Should Employers Seek Professional Employment Law Advice?

Professional employment law advice ensures that businesses remain compliant with UK legislation while minimising legal risks. Even well-intentioned decisions can lead to costly mistakes, such as improper handling of grievances, unlawful dismissal claims, or non-compliant contracts.

With expert guidance, employers can proactively manage their obligations, resolve disputes efficiently, and reduce the likelihood of employee tribunal claims or reputational damage.

What Does Employment Law Guidance Cost?

The cost of employment law guidance ranges from £500 to over £25,000, depending on the level of support required, from one-off consultations to full retained advisory services or outsourced HR legal support. 

Costs are primarily influenced by factors such as the complexity of the employment issue (routine advice versus tribunal defence), whether the service is fixed-fee or on a retainer basis, the size of the workforce, and the ongoing nature of the legal support required.

Contact Professional Accountants to get customised pricing tailored to your organisation’s needs.

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What Key Areas Does Employment Law Cover for Businesses?

Employment law guidance helps businesses stay compliant and manage their workforce effectively across all key areas, including:

• Employment contracts and agreements – Drafting and reviewing contracts to ensure compliance with statutory requirements and clarity of terms.

• Workplace policies and handbooks – Creating and updating internal policies covering conduct, performance, and workplace standards.

• Disciplinary and grievance procedures – Establishing fair and transparent processes for handling employee disputes and misconduct.

• Dismissals and redundancy – Advising on lawful termination procedures, redundancy consultations, and notice requirements.

• Working time and pay regulations – Ensuring compliance with holiday entitlements, rest breaks, minimum wage, and overtime rules.

• Equality and discrimination – Implementing policies that uphold employee rights under the Equality Act and prevent workplace discrimination.

• Health and safety obligations – Supporting compliance with workplace safety laws and employer duty of care requirements.

• Data protection and employee privacy – Managing staff information in line with GDPR and employee record-keeping obligations.

• TUPE and restructuring – Providing guidance during mergers, acquisitions, or outsourcing to ensure employee rights are protected.

What Employment Law Changes Should Businesses Be Aware Of This Year?

Businesses should remain alert to the latest employment law updates to maintain compliance and avoid penalties, including:

• Minimum wage increases – Updated National Minimum Wage and National Living Wage rates applicable from the new tax year.

• Flexible working rights – Broader eligibility allowing employees to request flexible arrangements from day one of employment.

• Family leave and pay entitlements – Revised provisions for parental leave, paternity pay, and shared parental leave flexibility.

• Holiday pay calculations – Adjustments to include overtime and variable pay elements in statutory holiday pay.

• Right-to-work verification – Updated digital and document-based requirements for confirming employee eligibility to work in the UK.

• Employment status clarification – Ongoing refinements distinguishing between employees, workers, and self-employed contractors.

• Redundancy and consultation rules – Strengthened obligations around fair redundancy selection and employee consultation periods.

• Data protection and employee records – Evolving GDPR guidance affecting employee data handling and retention policies.

• Equality and diversity obligations – Expanded focus on preventing workplace harassment and promoting inclusive recruitment practices.

Do Employment Law Services Include Contracts, Dismissals, and Disciplinary Support?

A full-service employment law guidance provider should offer support for drafting or reviewing employment contracts, advising on fair dismissal procedures, and managing disciplinary actions.

We ensure all documentation is legally compliant and help businesses follow due process when addressing performance, conduct, or attendance issues, protecting both employer and employee rights throughout the process.

How Can Legal Guidance Help Avoid Tribunal Claims and Compliance Issues?

Proactive employment law guidance helps businesses create robust HR policies, maintain accurate documentation, and follow best-practice procedures, which can help reduce the risk of legal disputes and unfair dismissal claims.

Our advisors work with you to identify risk areas and build a culture of compliance and fairness that supports both productivity and employee wellbeing.

Can Advisors Support TUPE, Redundancies, or Restructuring Projects?

Professional employment law guidance is essential for managing sensitive and high-risk processes like TUPE transfers, business restructures, and redundancy exercises.

These areas require strict procedural adherence and employee consultation to avoid legal challenges. We support business owners, directors, and HR managers with strategic planning, documentation, and employee communication to ensure the process is carried out lawfully and respectfully.

Contact Professional Accountants for a consultation on getting employment law guidance.

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