Cripps Harries Hall

What we do

We understand employment law from both sides: we advise employees and employers. Here are examples of the advice and support we give to employers:

• Service contracts - we prepare standard terms of employment, and produce bespoke contracts for directors and other senior appointments
• Redundancy - legal advice is essential when laying off staff, not only for the sake of your reputation but also to avoid claims for compensation
• Discrimination - the Equality Act 2010 affects all employers. Policies and procedures may need to change to make sure you do not inadvertently discriminate against an employee because of their gender, race, marital status, disability, sexual orientation, religion or age
• Maternity and paternity rights - are you aware of the regulations? We can give you guidance
• Sickness absence - long term sickness can be a problem for employers. We advise on the correct procedures
• Restrictive covenants - properly drafted restrictive covenants are essential if you need to protect your confidential information, customer relationships and intellectual property. We also specialise in assisting businesses in enforcing their covenants against former employees
• Claims - we try to resolve claims against employers without involving the employment tribunal. But if litigation is the best way to protect your interests, we will support you through the complex process

Why Cripps Harries Hall?

You will have a client relationship partner who knows your business and understands your employment issues. We like you to feel you can call on us at any time as part of your team.

Next steps

For further information please contact Gavin Tyler.

Our team has extensive experience of dealing with a wide range of employment issues. Here are a few examples of the ways in which we have helped our clients.

• Advising a business which employs a significant number of older workers about the implications of the removal of the default retirement age
• Successfully assisting a professional services firm in its defence of a whistle blowing and unfair dismissal claim
• Acting in the successful defence of a claim for damages for breach of contract and compensation for unfair dismissal in excess of £500,000 made by a former director who had been dismissed for gross misconduct
• Acting for an international business in its successful defence of a sex discrimination claim in which the key issue was the alleged less favourable treatment of the claimant during pregnancy and maternity leave
• Supporting the UK subsidiary of an international electronics company on the closure of its UK operations and the redundancy of its employees
• Advising a national retailer about redundancies and redeployment following a decision to close its least profitable outlets
• Acting for the management team of an international company going into administration and advising about the TUPE issues arising out of a pre-pack sale