Employment Law Guidance for Employers
Practical employment law guidance grounded in UK legislation. From unfair dismissal and discrimination to TUPE and redundancy, we help you stay compliant and protect your business.
Practical Employment Law Support for Your Business
Employment law governs the relationship between employer and employee from the moment a job is offered to long after the employment ends. It covers everything from contracts and working time to discrimination, dismissal, and data protection. For small and medium-sized businesses without an in-house legal team, keeping up with the law and applying it correctly to real workplace situations can feel overwhelming. That is where we come in.
We are not a law firm and we do not provide legal representation. What we do is give employers practical, actionable HR guidance that is grounded in current UK employment legislation, including the Employment Rights Act 1996, the Equality Act 2010, TUPE Regulations 2006, and the ACAS Code of Practice. We translate the legal framework into clear steps you can follow, whether you are managing a disciplinary, restructuring your team, or navigating a TUPE transfer.
At Rebox HR, we have supported hundreds of employers through situations where employment law directly affects the decisions they need to make. Our consultants are CIPD-qualified and experienced in applying legislation to the messy, real-world scenarios that small businesses actually face. We do not just tell you what the law says. We help you work out what to do about it.
What We Cover
Practical, expert support across every aspect of employment law for your business.
Unfair Dismissal Protection
Unfair dismissal claims are one of the most common tribunal claims employers face. Under the Employment Rights Act 1996, employees with two or more years' service have the right not to be unfairly dismissed. We guide you through the five potentially fair reasons for dismissal (conduct, capability, redundancy, illegality, and some other substantial reason) and make sure your process meets the standard a tribunal would expect. From investigation through to outcome letter, we handle the procedure so you are protected.
Discrimination and Equality Act Compliance
The Equality Act 2010 protects employees and job applicants from discrimination based on nine protected characteristics, including age, disability, sex, race, and religion. Unlike unfair dismissal, there is no qualifying service period for discrimination claims, and compensation is uncapped. We help you identify and manage discrimination risk across recruitment, pay, promotion, flexible working, reasonable adjustments, and dismissal. We also support employers dealing with harassment complaints and victimisation allegations.
TUPE Transfer Support
The Transfer of Undertakings (Protection of Employment) Regulations 2006 protect employees when a business or service provision changes hands. TUPE is one of the most complex areas of employment law, with strict rules on consultation, employee liability information, and changes to terms and conditions. We manage the entire process for both incoming and outgoing employers, ensuring you meet your legal obligations and avoid the costly mistakes that commonly arise during transfers.
Contracts and Terms of Employment
Every employee is entitled to a written statement of employment particulars from day one (Employment Rights Act 1996, section 1). Beyond the legal minimum, a well-drafted contract protects your business by clearly setting out notice periods, restrictive covenants, confidentiality obligations, and terms around pay and benefits. We draft bespoke contracts tailored to your business and advise on lawful variations to existing terms when your needs change.
Disciplinary and Grievance Procedures
The ACAS Code of Practice on Disciplinary and Grievance Procedures sets the minimum standard every employer must follow. Failing to comply can result in a 25% uplift on tribunal compensation. We manage disciplinary and grievance processes from start to finish, including investigations, hearings, outcome letters, and appeals. Whether you need us to chair hearings, coach your managers, or handle the entire case, we make sure the process is fair, consistent, and legally sound.
Redundancy and Restructuring
Redundancy is a potentially fair reason for dismissal, but only if you follow a fair process. That means genuine consultation, fair selection criteria, and proper consideration of suitable alternative employment. For 20 or more redundancies at one establishment within 90 days, collective consultation obligations under TULRCA 1992 apply, including notifying the Secretary of State. We manage the entire redundancy process, from building the business case to drafting at-risk letters, running consultations, and calculating statutory and enhanced payments.
How We Help
A clear, structured approach from start to finish.
Tell Us the Situation
Call us or book a free consultation and explain what you are dealing with. Whether it is a live issue that needs urgent attention or a question about your obligations, we will assess the situation and explain the relevant law in plain English. No jargon, no charge for the initial conversation.
Get Clear Guidance
We set out your options, explain the legal risks of each approach, and recommend the course of action most likely to achieve the outcome you want. We prepare the documentation, draft the letters, and walk you through each step so you know exactly what to do and when.
Resolve With Confidence
We support you through the process to its conclusion. Whether that is a successful disciplinary outcome, a completed TUPE transfer, or a signed settlement agreement, we make sure every step is documented and defensible. If things escalate, we can support you through early conciliation and help prepare your response to any tribunal claim.
Frequently Asked Questions
Are you a law firm?
No. We are an HR consultancy, not a law firm, and we do not provide legal advice or legal representation. What we provide is practical HR guidance grounded in current UK employment legislation. Our consultants are CIPD-qualified and experienced in applying employment law to real workplace situations. For matters that require formal legal advice, such as tribunal representation or complex contractual disputes, we can refer you to an employment law solicitor we trust.
What employment law areas do you cover?
We cover the full range of employment law issues that affect employers in practice. That includes unfair dismissal (Employment Rights Act 1996), discrimination (Equality Act 2010), TUPE transfers (TUPE Regulations 2006), redundancy, contracts of employment, disciplinary and grievance procedures (ACAS Code of Practice), working time regulations, family-friendly rights (maternity, paternity, shared parental leave), flexible working requests, and settlement agreements. If you are unsure whether your issue falls within our scope, call us and we will let you know.
How does employment law affect small businesses differently?
The law applies equally to businesses of all sizes, but the practical impact is greater for smaller employers. A tribunal claim that a large company absorbs as a cost of doing business can be genuinely damaging to an SME, both financially and in terms of management time. Small businesses are also less likely to have documented policies and procedures, which makes it harder to demonstrate fair treatment. We help you put the right foundations in place so you are protected before issues arise, not scrambling to catch up when they do.
What is the difference between unfair dismissal and wrongful dismissal?
Unfair dismissal is a statutory claim under the Employment Rights Act 1996. It looks at whether the employer had a fair reason for dismissal and followed a fair procedure. Employees generally need two years' continuous service to bring this claim (though some dismissals are automatically unfair regardless of service). Wrongful dismissal is a contractual claim. It arises when an employer dismisses an employee in breach of their contract, most commonly by failing to give proper notice. Both claims can be brought at the same time. We help you avoid both by ensuring your dismissal process is procedurally fair and contractually correct.
What are the costs of getting employment law wrong?
The costs can be substantial. The median award for unfair dismissal at tribunal is around 7,000 to 10,000 pounds, but awards can reach the statutory cap of 115,115 pounds (2024/25 rate) or 52 weeks' pay, whichever is lower. Discrimination awards are uncapped and can run into six figures. Beyond the financial cost, there is the management time lost to preparing a defence, the stress on the individuals involved, and the reputational risk if the case becomes public. The cost of getting proper guidance upfront is a fraction of the cost of a tribunal claim.
How often does employment law change?
Frequently. The UK government regularly introduces new legislation, amends existing statutes, and updates statutory rates. Recent changes include increases to the national minimum wage, new rules on flexible working (now a day-one right), changes to holiday pay calculations, and the introduction of new statutory rights around neonatal care and tips. Case law also evolves constantly as tribunals and courts interpret existing legislation. We keep track of all relevant changes and proactively update our clients so they are never caught out.
Can you help if we are already facing a tribunal claim?
We can help you prepare your response and gather the evidence you need, but we cannot represent you at tribunal as we are not solicitors. What we can do is support you through ACAS early conciliation (which is mandatory before a claim can be submitted), help you prepare your ET3 response, compile the chronology and documentation, and work with your solicitor if you instruct one. Many of our clients find that having HR support alongside legal representation gives them a much stronger position. We can also refer you to employment law solicitors we work with regularly.
Do you offer ongoing employment law support or just one-off help?
Both. If you have a one-off issue, we can support you on an ad-hoc basis with no retainer or long-term commitment. If you want ongoing access to employment law guidance as part of your day-to-day people management, our retained HR support packages include unlimited telephone and email advice, so you can call us whenever a question comes up. Retained clients also get priority response times and proactive updates when the law changes. Most of our clients start with a single issue and then move to a retained package once they see the value of having expert support on hand.
“Natalie and Faye are excellent. They go above and beyond no matter how big or small the issue is. They both take the time to fully understand what we need and will always have answers and solutions for us. Thank you both for your patience and professionalism, it is always appreciated.”
Related Services
Disciplinary & Grievances
Expert support for every stage of the disciplinary and grievance process, ensuring full ACAS compliance and protecting your business from tribunal claims.
Disciplinary & Grievances →TUPE
End-to-end support for TUPE transfers, from due diligence and employee liability information to consultation and post-transfer integration.
TUPE →Settlement Agreements
We draft, negotiate, and manage settlement agreements that protect your business and bring difficult employment situations to a clean, compliant close.
Settlement Agreements →Need Employment Law Guidance?
Whether you are dealing with a live issue or want to make sure you are on the right side of the law, we are here to help. Book a free, no-obligation consultation and get practical guidance from our experienced HR team.
Book Your Free ConsultationOr call us directly on 01327 640070