Legend Solicitors

We Work All Saturdays

+44 (0) 20 3130 1747

info@legendsolicitors.org

We Work All Saturdays

020 3130 1769

info@legendsolicitors.org

Menu

We Work All Saturdays

+44 (0) 20 3130 1747

+44 (0) 20 3130 1747

info@legendsolicitors.org

Menu

Employment Solicitors in London

Employment Solicitors in London

Strategic employment law advice for employers, HR teams and business leaders

Workplace issues can create significant legal, financial and operational risk for businesses if they are not managed effectively. Our employment solicitors in London advise employers, HR teams and business leaders on the full range of employment law and workplace matters, helping organisations protect their interests, maintain compliance and resolve disputes strategically.

We advise SMEs, owner-managed businesses, growth-stage companies, HR teams, in-house counsel and senior leadership on a wide range of employment law matters. From ongoing advisory support and sensitive exits to Employment Tribunal defence, restructures and TUPE issues, our team delivers commercially focused advice aligned to your organisation’s objectives, workforce strategy and risk profile.

Employment law support for businesses in London

Employment law is a core business function, not simply a response to disputes. With the right contracts, policies and procedures in place, organisations are better positioned to manage workforce issues, maintain compliance and operate with greater certainty. Our employment solicitors in London advise employers on both contentious and non-contentious matters, delivering practical, commercially focused guidance aligned with business objectives, sector demands and internal working practices.

We advise on:

  • Employment contracts, directors’ service agreements and consultancy agreements
  • Staff handbooks, workplace policies and HR documentation
  • Disciplinary, grievance and capability procedures
  • Absence management and long-term sickness issues
  • Redundancy processes, restructures and reorganisations
  • Settlement agreements and negotiated exits
  • Discrimination, harassment and whistleblowing complaints
  • Restrictive covenants, confidentiality and team moves
  • TUPE and employment issues arising from business sales, acquisitions and outsourcing
  • Employment Tribunal claims and strategic dispute resolution

How our employment solicitors help employers

Contracts, policies and compliance

Clear documentation is the foundation of a well-run workforce. We draft and review employment contracts, senior executive terms, bonus clauses, restrictive covenants and internal policies to help protect your business interests. We also advise on staff handbooks, disciplinary procedures, grievance processes, hybrid working policies and other essential HR documents.

Our aim is to reduce ambiguity, improve compliance and make sure your documentation works in practice, not just on paper.

Restructuring, redundancy and TUPE

Business change often brings employment risk. We advise companies on redundancies, consultation obligations, role changes, reorganisations and post-acquisition employment matters. Where TUPE applies, we help employers understand their obligations, manage employee communications and reduce exposure to claims.

For businesses going through growth, investment, merger, sale or outsourcing, commercially sound employment advice is critical.

Senior exits and settlement agreements

Senior departures require careful handling. We advise on negotiated exits, without prejudice discussions, settlement agreements and post-termination restrictions. We help employers protect confidential information, preserve customer relationships and minimise the risk of litigation.

Employment Tribunal defence and disputes

If a dispute cannot be resolved early, robust representation matters. Our employment solicitors in London defend employers facing claims for unfair dismissal, discrimination, whistleblowing, unlawful deductions, breach of contract and related workplace disputes.

We assess the legal merits, evidence, procedural history and commercial exposure at an early stage so you can make informed decisions about settlement, defence strategy and reputational risk.

Why businesses choose our employment solicitors in London

Commercially focused advice

We understand that employers need more than legal theory. You need advice that is practical, proportionate and aligned with the realities of running a business. We focus on outcomes, not unnecessary complexity.

Support for HR leaders and decision-makers

We work closely with founders, directors, managers, HR teams and in-house legal functions. Whether you need a one-off instruction or ongoing support, we adapt to the way your business operates.

Proactive risk management

A strong employment law strategy can help reduce disputes, improve management decisions and protect the business before problems escalate. We help employers identify risk early and take decisive action.

Responsive and strategic service

Workplace problems rarely arrive at convenient times. We provide timely, clear advice on sensitive matters where delay can increase legal and commercial exposure.

Our process

  1. Initial review

We take time to understand your business, the issue at hand and the level of urgency.

  1. Legal and commercial assessment

We identify the legal position, likely risks, procedural requirements and practical options.

  1. Strategy and implementation

We work with you to implement the most effective course of action, whether that means revising documents, running a process, negotiating a resolution or defending a claim.

  1. Ongoing support

Where needed, we provide continuing advice to support HR teams and leadership through future employment issues.

Who we act for

Our clients include:

  • SMEs and scaling businesses
  • Founder-led companies
  • Corporate employers
  • HR and People teams
  • In-house legal counsel
  • Directors and senior leadership teams
  • UK businesses with international workforces
  • Companies expanding, restructuring or managing change

Reach Out Now

————————————————————————————————————————–

Frequently asked questions

When should an employer speak to an employment solicitor?

The best time is usually before a formal issue escalates. Early advice can help businesses avoid procedural errors, reduce dispute risk and improve outcomes.

Can you help with both advisory and contentious work?

Yes. We advise employers on everyday HR and compliance issues as well as dismissals, redundancies, senior exits, settlements and tribunal claims.

Do you work with HR teams?

Yes. We regularly support HR professionals with policies, investigations, hearings, restructures and strategic people issues.

Can you assist with urgent workplace disputes?

Yes. We advise on time-sensitive matters including suspensions, dismissals, grievance complaints, discrimination allegations and threatened litigation.

Do you act for London businesses only?

While this page is focused on businesses looking for employment solicitors in London, we also support employers across the UK and international businesses with UK employment law needs.

Speak to our employment solicitors in London

If your business needs clear, commercially focused employment law advice, our team is ready to help. From contracts and policies to disputes, restructures and tribunal defence, our employment solicitors in London provide strategic support that protects your business and helps you move forward with confidence.

 Contact us today to discuss your employment law requirements.

Call Us Immediately

+44 (0) 2031301747

Fast Track
Your Enquiry

We will aim to contact you within 2 hrs on working days

 




    Please give country code for queries from outside UK

    No, You cannot bring your parents as dependents. Unfortunately, your parents/siblings do not qualify as dependants. The term “Dependents” here restricted to your partner (spouse) and children. Partner include husband/ wife/ civil partner/ unmarried partner (provided you have been living together for at least 2 consecutive years) and if you wants to bring your children then, they should be under 18 years of age; including if they were born in the UK during your stay. If your child is 16/17 then on the date you apply you need to prove that, they’re not living an independent life or they’re not married or in a civil partnership. You will need to produce the documents showing the relationship with the dependents; like marriage certificate, civil partnership certificate, child birth certificate. Marriage certificate and civil partnership certificate for your partner and child birth certificate for your child. Your dependants need to have criminal records certificate submitted with their visa application.

    For visa application, Dependents must have sufficient funds to cover the living costs in the UK. Your partner and child must each have a certain amount of money available to them. This is in addition to the money you must have to support yourself. They only need to prove they have money to support themselves. Your partner or child must have this money for atleast 28 consecutive days. The end date of 28th day must be within the 31 days of the date they apply for their visa. If you’re in a student visa and bringing dependents with you then the money will be calculated depends on where you’ll be studying. If you’re studying /doing courses within London for upto 9 months then you must have £845 per a month & outside London for upto 9 months then you must have £680 per a month. This only shows the money criteria regarding the main applicant.

    If you have a student loan or financial sponsorship, you’ll need to provide the evidence of this from your loan or sponsorship company. If your loan does not cover your partner or child, you’ll need to prove that you have enough money to support them instead. If they have been in the UK with a valid visa for atleast 12 months, then you or your partner/ child need not prove that they have enough money to support them. Each person will need to pay £490 for the visa + health care surcharge. The cost of a spouse/partner visa made inside the UK is £1033. The applicant will also need to pay £19.20 biometric enrolment fee as part of the application. (fingerprints and a photo is taken and its not a free of cost one). The application fee for a dependent child visa from outside the UK is £1,523, plus the immigration health surcharge of £1,200. From inside UK, you will pay a government fee of £1,033 plus an immigration health surcharge of £1,000. As of 2020/2021, the minimum income requirements to bring in entitled family members are : Partner(no children)- £18,600; Partner with 1 child- £22,400; Partner with 2 children- £24,800; Partner with 3 children- £27,200; It might take you several years to earn enough to bring your family to the UK. You will also need to pay their travel and visa costs. Entry visa costs are changed every April. As of now, a visa for 2021/2022 costs £1,538 per person

    On applying for visa , there we will need to pay an amount other than application fee which is immigration health surcharge. Main applicant along with dependents too shall need to pay of this immigration health surcharge for their treatment. As the treatment there is expensive and immigrants needs to cope up with that. So during that particular period as it mentioned in visa, there will be free treatment for dependents (because they’re already paid for the health services to some extend, that may be well depicted in the policies). For students applying for entry clearance from overseas, the surcharge will apply to visas granted for more than 6 months.Hospital treatment is free to ‘ordinary residents’ of th UK.; if you’re a visitor or a tourist or if you’re living here without proper permission, then you are likely to be charged for treatment it gives you.Minors aged 19 or under 19 years of age, Senior citizens aged 60 or above 60 years of age, peoples having serious medical conditions, pregnant ladies, war-pension schemes, Armed forces compensation schemes were qualified to avail free treatment and services in UK. (Conditions applied).Some visitors to UK do not have to pay for hospital treatments because they are within one of the exemption categories. (The exemption categories only apply to people who are not ordinarily resident in UK)
    The processing time of a dependent visa application depends on the country you are applying to. But, it generally takes 15 working days to two months. In UK, Applications for family visas may take up to 24 weeks to process. Dependent staying in UK without the main applicant if visa is not curtailed. The official answer is she would be in breach of her visa conditions as the main applicant have left the country. By not reporting this has a potential negative effect on their licence when this is discovered.
    The processing time of a dependent visa application depends on the country you are applying to. But, it generally takes 15 working days to two months. In UK, Applications for family visas may take up to 24 weeks to process.
    If you’re an international student, you can apply for a loan provided that: You’re resident in the UK; you’re enrolled in an accredited UK university; and you’re at least 18. Being on a student visa, lenders in UK will allow international students on certain visa types to borrow up to 90% of the value of the purchase price, provided they meet the lending criteria. Some lenders may even be able to offer you a discounted student visa mortgage.(Conditions applied)– People who are with student visa could able to work (part-time jobs) and this will be depends on what you’re studying and whether you’re working in or out of term-time. You cannot claim public funds/ benefits and pensions. You cannot perform certain jobs; for example as a professional sportsperson or sports coach and can’t be self-employed.
    Yes, the Home Office of UK permits eligible students to make the switch from student visa to work visa. The new Immigration Rules introduced on 29 March 2019 allow students to apply to switch student visa into work visa in the UK; prior to 3 months to the expected completion date of their course. Your partner or children will need to apply separately to switch their visa. They can either apply at the same time as you, or at any time before their current visa expires.
    Your partner and children (‘dependants’) may be able to apply to come to the UK or stay longer in the UK. You must be of a full-time student on a postgraduate level course that lasts 9 months or longer. And Yes, Schooling for children aged 16 and under who are in the UK as the dependants of international students is free. So you need not worried about managing your children’s education untill 16. There are currently no restrictions on dependents studying in the UK. There are no restrictions on the level or type of study, but dependants are advised to obtain ATAS (Academic Technology Approval Scheme) clearance if they are studying a course that would normally require this.

    No, IELTS is not required for dependant visa applications. So the dependents need not necessary to go through IELTS for their dependent visa.

    The Graduate route visa commonly refers to PSW (Post Study Work) visa. It allows eligible international students who completes an under-graduate degree or a master’s degree at a qualifying institution to stay In UK to work, or to look for work, for a fixed period of 2 years after completing their courses. If you’re
    a student and you have a job, you’ll have to pay Income Tax and National Insurance if you earn over a certain amount. This still applies if you work abroad during your holidays, and if you’re a foreign student working in the UK

    Recent Posts

    • Can Migrants Apply For Public Funds Without Indefinite Leave To Remain
    • The New Points-Based Immigration System :A Peculiar Deal Welcoming Non-Eu Migrants
    • Can Tier 2 Migrants Work After Sponsorship Licence Revocation?
    • Can Tier 2 ICT Migrants Skip 12 months Cooling Off Period to Switch into any other Category?
    • Refusal Based On Genuineness For Entry Clearance Application – Student Visa
    • Adult Dependent Relative (ADR) Visa Scheme