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Healys’ Employment Team have a strong reputation, providing businesses with top level, pragmatic, strategic and commercial advice – whatever your needs. Technical excellence and a deep knowledge of people management is a given.

We recognise that the management of people issues captures more than just knowledge of employment law, and we work closely with our clients to seamlessly manage any issues that arise in the workplace. Our clients range across many public and private sectors, including financial services, care, retail, construction, and recruitment. We work with businesses of all sizes, including large corporations and SMEs.

We also have an excellent track record of acting for individuals, particularly those working in financial services, but also people employed or otherwise engaged at a senior level in many other business sectors. We have a genuine understanding of issues that impact on HR professionals.

Supporting Employers & HR

  • Employment law advice and practical guidance for businesses
  • Business protection and restrictions
  • TUPE and its application to outsourcing, and the sale and acquisition of businesses
  • Restructuring
  • Workplace data privacy
  • Employment Tribunal and High Court litigation
  • Employment law training
  • Investigations
  • Workplace mediation
  • Reputation management and audits

Supporting Individuals

  • Protecting individuals’ reputations
  • Advising on employment contracts and negotiation before joining a new employer
  • Concluding and advising on settlement agreements
  • Advising on post-termination restrictions in employment contracts and share plans
  • Advising on grievance and disciplinary matters to protect and preserve individuals’ interests
  • Fighting claims of bullying and harassment
  • Supporting individuals suffering from stress at work
  • Pursuing complaints of unfair dismissal, discrimination, and breach of contract

International Advice

  • Support to overseas businesses with interests in the UK
  • Employment support to law firms for international clients

Keeping you up to date

Healys provides regular information and updates about employment law – including:

  • Our employment newsletter
  • Analysis of employment law issues on the Healys website
  • One-off email alerts on important developments
  • Our employment law tweets
  • A programme of workshops and breakfast update
Call Us Today
Call our London office on 020 7822 4000 or our Brighton office on 01273 685 888. You can also contact us online.
Call Us Today
London: 020 7822 4000 Brighton: 01273 685 888 Or you can contact us online: Contact Us
Employment capabilities
Employment experiences
Employment insights
  • High Court Refuses to Block Industrial Action By Waste Collection Workers

    28th August 2019

    Were it not for the protection provided by the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA), trade unions that call industrial action would be liable for inducing their members to breach their employment contracts. The extent of that protection was analysed in a guideline High Court case (Birmingham City Council v Unite the Union and Another). Continue reading »

  • Agency Temps Not Entitled To The Same Hours As Directly-Hired Workers

    7th August 2019

    The Agency Workers Regulations 2010 (AWR), which implement the EU Directive on Temporary Agency Work into UK law, apply to those workers who are supplied by a temporary work agency to work temporarily for and under the supervision and direction of a hirer. Under the AWR, once a temporary agency worker has worked in the same job for the same hirer for a period of 12 calendar weeks, they are entitled to the same basic employment and working conditions as if they had been recruited directly by the employer. Continue reading »

  • Disability Discrimination – Visual Impairments

    17th July 2019

    Schedule 1, Paragraph 5(1) of the Equality Act 2010 states that an impairment is to be treated as having a substantial adverse effect on a person’s ability to carry out normal day-to-day activities if it would be likely to have that effect without measures being taken to treat or correct it. However, Paragraph 5(3) makes an exception in relation to the impairment of a person’s sight, to the extent that it is ‘correctable by spectacles or contact lenses or in such other ways as may be prescribed’. Continue reading »

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