At Aticus Law, our employment law solicitors offer an extensive service to employers on a national basis.

With in-depth knowledge of the law, coupled with an understanding the workplace and the commercial pressures of day-to-day business, our dedicated team works hard to resolve your issues as quickly and effectively as possible.

Our legal team has carved out an enviable reputation over many years in representing employers in all aspects of employment litigation and can therefore advise on all aspects of your current practises and procedures, ensuring your business is fully compliant and protected in all areas.

Our dedicated employment law solicitors can help your business with claims for:

Age Discrimination

The Equality Act’s interpretation of age discrimination can puzzle employers and employees alike. Our employment law solicitors offer advice on when discrimination is objectively and proportionately justified, and assistance with challenging unlawful age discrimination.

Compromise Agreements

Compromise (or settlement) agreements can be an effective tool in concluding an employment relationship and averting the risk of future legal action. However, to be effective they must comply with certain statutory requirements and provide for appropriate consideration (or payment). We can advise on drawing up an effective compromise agreement and also on circumstances when a compromise agreement is not possible.

Constructive Dismissal

You may be able to consider yourself constructively dismissed if your employer has committed a fundamental breach of an express term of your employment contract or of the implied duty of trust and confidence. Our team of employment law solicitors advise on whether your employer’s conduct meets this test; help ensure that you do not inadvertently waive the breach; and assist you with bringing a claim.


Employment contracts are a knotty and wide-ranging area. We can offer advice on whether yours meets the minimum legal standards; on how the terms of a contract may be varied; and on issues connected to termination of contract.


Disability is a protected characteristic under the Equality Act. If you believe your employer or a prospective employer has breached your rights, our employment law solicitors will advise on whether you have a claim and help you conduct it. Common disability discrimination issues include dismissal or disciplinary action as a consequence of your disability; and an employer’s failure to make reasonable adjustments.

Equal Pay

Queries about equal pay or wage disputes have achieved greater prominence due to the imposition of the recent gender pay gap transparency. We can help you negotiate with your employer to secure equal pay and to bring an equal pay claim under the Equality Act 2010.


If you have a concern, problem or complaint about a work-related matter, you have a grievance that you can raise with your employer. Our team of dedicated employment law solicitors will advise on when and how to raise a grievance, the proper conduct of grievance procedures, and when it may be best to negotiate an exit from your employment.

Maternity Law

The law provides for statutory, general maternity rights relating to leave and pay. We can provide advice on these rights and what to do if they are not being granted. We also have experience in assisting employees facing apparent pregnancy discrimination or who are made redundant while on maternity leave.

Paternity Law

The law surrounding paternity law has strengthened considerably over the last few years. Our employment law solicitors provide up-to-date advice on your rights to leave and pay, and what to do if your rights are being withheld.

Protective Awards

When proposing to dismiss more than 20 employees as redundant at one location, an employer has a legal obligation to collectively consult with a recognised trade union or elected employee representatives. An employer must still comply with this obligation if they enter in to administration, liquidation or become insolvent. Our employment law experts may be able to bring a claim for a protective award on your behalf if you believe your employer did not comply with this obligation.


Lawful redundancies are those that follow prescribed statutory procedures. If you are facing redundancy proceedings and are afraid your employer is not giving due weight to your legal rights, or you have already been dismissed in contravention of those rights, we can help. We have wide experience of advising on redundancy selection procedures, consultation, notice, payment and suitable alternative employment.

Religious Discrimination

Discriminating against someone on the grounds of their religion or belief is prohibited under the Equality Act 2010. This protection extends throughout the life of the employment relationship, from advertising vacancies through to termination. It also covers retirement benefits. If you believe your rights have been breached, our team of employment law solicitors can advise on whether you have a potential claim and help you conduct it.

Sex Discrimination

Sex discrimination is discrimination against someone on grounds of their sex. It is prohibited by the Equality Act 2010 at all stages of the employment relationship, including retirement. Direct discrimination – where someone is treated less favourably because of their sex – is not uncommon. However, indirect discrimination – where an employer applies a “provision, criterion or practice” (PCP) that puts the members of one sex at a disadvantage – is probably even more common. We can advise on both types, including whether a PCP might amount to a “proportionate means of achieving a legitimate end” and is thus not discrimination, and help you bring a claim for damages.

Sexual Orientation

Sexual orientation discrimination is discrimination on grounds of sexual orientation. It is prohibited by the Equality Act 2010 at all stages of the employment relationship, including retirement. Direct discrimination, which cannot be justified, occurs most frequently but sexual orientation discrimination can also occur as indirect discrimination, victimisation and harassment. Our employment law solicitors will be on hand to advise on all four types.

Staff Handbooks

While not a legal obligation, many employers use staff handbooks as an accompaniment to the terms and conditions of employment contained in the employment contracts. We can assist with the drafting of staff handbooks and advise on whether a policy or procedure contained within a handbook forms part of the employment contract.

Transfer Of Undertakings

The Transfer of Undertakings (Protection of Employment) Regulations (Tupe) protect employees’ rights when there is a “relevant transfer” of the business for which they work. This usually occurs when there is a merger or the business is acquired by another entity. It also applies to certain outsourcing situations. Whether or not Tupe applies can be a complex and nuanced situation. Our dedicated employment law solicitors can advise on specific circumstances and assess whether or not the rights to consultation that are inherent with Tupe transfers have been met. We can also help if your terms and conditions of employment have changed as a consequence of a Tupe transfer or if you might have been dismissed without a valid “economic, technical or organisational” reason.

Unfair Dismissal

Unfair dismissal occurs where someone with the qualifying period of service is dismissed without a fair reason for dismissal. If you believe your employer cannot prove you were dismissed for capability or qualification; conduct amounting to gross misconduct; as a result of a genuine redundancy situation; or for some other substantial reason, we can assist you to bring a claim for re-engagement, reinstatement or damages. Due to the breakdown of the relationship between employer and employee, most claims are for damages.

Unlawful Deduction of Wages

If your employer has not paid you or has paid you less than you are owed, you may have a claim for unlawful deduction of wages. Our employment law solicitors can advise you further and assist you to recover the outstanding money. Bear in mind that you have only three months from the date of the last unlawful deduction of wage to bring a claim in the Employment Tribunal.

Feel free to call our professional team for a free, no-obligation informal discussion, and we’ll discuss your particular requirements in greater detail.

Contact Head of Department, Simon Fagan now, so we can speak to you immediately and move your enquiry forward today.

    Employment Law Solicitors contacts

    Simon Fagan

    Simon Fagan

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