What it looks like to work as one of the employment solicitors in London?

Employment law, primarily, defines the relationship between employees and employers, counting what employers can imagine from people at work and the privileges of those individuals at the workplace. It can include counselling employees on their contract of employment or how to bargain an exit from their existing employer; or can involve guiding companies on how best to deal a grievance or disciplinary procedure or protect a tribunal claim. It can also involve the management of major projects, such as a large-scale redundancies or transfers from one firm to another.

One of the employment solicitors in London said that his work is divided between contentious and non-contentious guidance. Contentious advice simply refers to helping employers (generally) on how to navigate and perform a litigation process to get the best result. This includes paying visit to the Employment Tribunal, Employment Appeal Tribunal, High Court and Court of Appeal. Non-contentious advice can encompass preparing and forwarding day-to-day support to HR professionals, preparing contracts of employment, employee policies, remuneration policies and restrictive covenants. It can also involve supporting the colleagues in other work sections who look for employment advice as part of a bigger project or transaction.

Analysis, responsiveness and commerciality are three primary principles employment solicitors in London focuses on. A lawyer always needs to be capable of analyzing the situation and the facts of a situation and understanding that against the relevant law. they also need to be reply quickly and precisely so that a client is able to make an informed decision. Eventually, clients look for practical advice, instead of an academic definition of the law.

Working as a solicitor at a City firm is always busy, though there are surely times that are busier than others.  A large and composite case can involve four or five employment solicitors in London working on it at one time and can consume much of your day.  Considering this, there are periods when a case or project may have done or being entering a quiet period where we can then catch up on other tasks.

The ever-evolving nature of employment law makes it both stimulating and interesting. A change in government will lead to a change of method to employment rights, such as with the introduction of Employment Tribunal fees and the upsurge of the qualifying period of one-sided discharge from one year’s service to two years’ service. It is important for a professional to react to any changes as they happen, or preferably before they happen so that our clients are as well prepared as possible.