Get specialist HR legal advice from our expert HR solicitors in North Yorkshire.

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HR Solicitors

Make sure your HR practices comply with current employment legislation and that your business manages all HR enquiries and reports legally with specialist advice from our employment law team.

Failing to comply with current employment legislation could end up in expensive legal claims. Our team of expert HR solicitors fully understand the inner workings of large and small business HR departments and can help you.

Contact our expert HR solicitors

What does HR advice cover?

HR advice covers all legal aspects of managing your team – whether you’re a small business with just a handful of employees or a multi-national company with people working across the globe. The core areas of HR legal advice include:

HR advice for all businesses

Knowing how to handle HR issues is just as important whether you have 1 or 1,000 employees. At Crombie Wilkinson, we can provide HR advice and support for businesses of all sizes.

Our team know how to provide HR advice for small businesses who may not have a HR department, as well as larger firms and companies. We can also provide HR advice for charities and legal HR advice for both employers and employees.

HR Advice for Employers

Whether you have an HR team or not, you still need to abide by government guidance and legislation. As an employer, you are responsible for all the HR aspects in your company. This could cover everything from pay disputes and strikes to flexible working agreements and redundancy.

HR Advice for Employees

As an employee, you may need HR legal advice for yourself or perhaps for a group of employees you’re representing. If you’ve been appointed the key person to negotiate with the employer on an issue – and need to make sure that your discussions are in line with current employment laws and legislation – Crombie Wilkinson Solicitors can help.

What are some factors that could make HR legal fees cost more?

  • If it is necessary to make or defend applications to amend claims or to provide further information about an existing claim
  • Defending claims that are brought by litigants in person
  • Making or defending a costs application
  • Complex preliminary issues such as whether the claimant is disabled (if this is not agreed by the parties)
  • The number of witnesses and documents
  • If it is an automatic unfair dismissal claim e.g. if you are dismissed after blowing the whistle on your employer
  • Allegations of discrimination which are linked to the dismissal