Buckworths advises both employers and employees on the full range of employment law matters. Acting on both sides gives our team a clear understanding of how disputes develop and how to manage them effectively.
Our client base includes start-ups, scale-ups, and high-growth businesses across many sectors. We advise on employment contracts, settlement agreements, redundancy and restructuring, TUPE, discrimination, unfair dismissal, grievance and disciplinary procedures, IR35, and HR policies.
Book a free consultation to discuss your employment law matter.
Employment Services
FAQs
Every start-up needs employment contracts that go beyond the legal minimum. All employees must receive a written statement of employment particulars from day one, but a well-drafted contract should also cover confidentiality, IP ownership, restrictive covenants, notice periods, and any equity or bonus arrangements. We draft employment contracts that protect the business without deterring good candidates.
IR35 is tax legislation that applies where an individual provides services through a personal service company but would be treated as an employee if engaged directly. For businesses above the small company threshold, the responsibility for assessing IR35 status sits with the end client, not the contractor. We review contractor arrangements and provide written status assessments.
We charge a fixed fee starting at £500 plus VAT to advise employees on settlement agreements, a cost that employers typically contribute to as part of the agreement. For employers drafting or negotiating settlement agreements, fees depend on the complexity involved and we provide a clear quote before starting.
TUPE applies when a business or part of a business transfers to a new owner, or when a service contract changes hands. Employees transfer automatically to the new employer on their existing terms. Failing to follow TUPE correctly can result in employment tribunal claims. We advise businesses on their TUPE obligations before, during, and after a transfer.
Yes, but they must be reasonable in scope, duration, and geography to be enforceable. Courts will not uphold covenants that go further than necessary to protect a legitimate business interest. We draft restrictive covenants tailored to your business that are more likely to hold up if challenged.