Employment contracts
Draft or review terms covering duties, pay, hours, leave, notice and restrictions.
- Clear responsibilities
- Consistent wording
Employment law in East Hertfordshire and Essex
Workplace advice with a clear next step.
Workplace issues are easier to resolve when you understand your rights and obligations from the start. Perkins Legal advises employers and employees on contracts, disputes, dismissals and workplace change.
Early advice
Make decisions with the key facts in view.
Employment law for employers
Good process protects good decisions. Get practical help before a disciplinary meeting, dismissal, grievance or policy change becomes harder to manage.
Keep workplace decisions on solid ground.
Perkins Legal provides employment law Essex businesses can use in day-to-day situations. Advice is shaped around your workforce, documents and immediate risk.
Discuss an employer issue-
Contracts and workplace documents
Review employment contracts, handbooks and policies so managers have clear terms to follow.
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Disciplinary and grievance processes
Plan meetings, letters and investigation steps with a fair process that records the right evidence.
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Risk before dismissal
Test the facts, procedure and proposed outcome before action is taken.
Employment law for employees
Take advice before signing or responding. A clear record can matter when you face a settlement agreement, disciplinary action, dismissal or discrimination concern.
Know what your documents mean.
Bring the letter, agreement or timeline that concerns you. Perkins Legal can help you assess the next practical step and preserve important evidence.
Outline your workplace issue-
Settlement agreement advice
Understand the proposed terms, waivers and practical consequences before you sign.
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Unfair dismissal concerns
Review what happened, the process followed and the evidence that may support your position.
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Workplace discrimination
Discuss protected characteristics, treatment at work and the records that may be relevant.
Employment contracts, handbooks and policies
Documents set expectations before a disagreement starts. They need to match the way your organisation actually works.
Staff handbooks
Set out everyday standards, reporting routes and procedures managers can apply.
- Useful day-to-day guidance
- Plain English structure
Workplace policies
Build policies for absence, conduct, flexible working and other live workplace issues.
- Aligned internal processes
- Practical manager support
Redundancy and settlement agreements
Both situations need careful handling. The order of conversations, documents and decisions can affect what happens next.
Redundancy advice
Employers can plan a fair redundancy process with appropriate consultation and records. Employees can understand selection, consultation and proposed terms.
What can be reviewed?
We can look at the business rationale, proposed process, consultation documents and key dates.
Settlement agreements
Employees should understand every clause before signing. Employers need terms that reflect the agreed outcome and protect the intended position.
What should I bring?
Send the agreement, covering letter and any relevant timeline so the advice starts with the full context.
Employment tribunal representation
A tribunal case needs disciplined preparation. We help you understand the merits, evidence and documents at each stage.
01
Assess the position
Set out the events, identify the legal issues and consider the evidence available to support a claim or response.
02
Prepare the case
Organise pleadings, responses, witness evidence and key documents around the points that matter.
03
Attend hearings
Receive support for preliminary and final hearings, including preparation for questions and the tribunal process.
Discrimination, unfair dismissal and TUPE
Workplace disputes often turn on detail. A written timeline and the right documents make the first assessment more useful.
Workplace discrimination
Explore treatment linked to protected characteristics, workplace decisions and the steps taken after a concern was raised.
Evidence and timing matter.Unfair dismissal
Review the reason given, the procedure followed and the correspondence surrounding the dismissal.
Bring the dismissal letter.TUPE advice
Advise on transfer consultations, information duties and the effect of a proposed business or service change.
Plan before the transfer date.Start with the facts
Request employment law advice.
Tell us whether you're an employer or employee and give a short outline of the issue. Include any important date, meeting or document.
+447911076613