A problem or a conflict at work which demands a legal solution can be stressful. But it need not be that way. Whether it's an employer seeking advice on how to part company … Read More ...
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Why the Appeal stage really matters
When dealing with performance or conduct issues, it can be tempting to see the appeal stage as a final formality – something to complete once the real decision has already been made. The decision in Milrine v DHL shows why that approach is risky. Even a dismissal that appears fair can be overturned if the… Continue Reading…
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Consider allegations separately in gross misconduct cases
Disciplinary cases rarely involve just one issue. Very often, an employee faces several separate allegations at the same time. When this happens, it’s vital that you deal with each allegation individually rather than treating them as one overall problem. Why? Because separating allegations – and reaching a clear conclusion on each – gives employers a… Continue Reading…
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Collective agreements and employee contracts
An employment contract is the foundation of the relationship between an employer and employee. It sets out the main terms that both sides have agreed. However, some terms are implied, such as the duty of trust and confidence, and in certain situations, terms found in other documents can also become part of the contract. This… Continue Reading…
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Speaking English at work: A reasonable requirement?
It’s a wonderful thing that workplaces are often multicultural environments, and a reality that in many workplaces in the UK workers will speak different native languages. Employers have a fine line to tread if they try to manage this – if you allow everyone to speak their own languages, then communication may suffer and some… Continue Reading…
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Not harassment, if you participate in the ‘banter’
The Oxford Learners Dictionary defines ‘banter’ as ‘friendly remarks and jokes’. On the face of it, you would think that workplaces would welcome ‘banter’ with open arms – it puts people at ease, lightens the mood and helps the working day go that bit quicker. However, we’re all aware that ‘banter’ isn’t always friendly’. Unfortunately,… Continue Reading…
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The right to be accompanied: Explained
Disciplinary and grievance hearings are high-pressure moments for employees and managers alike. Parliament has recognised this by creating a statutory right to be accompanied – but that right is specific, limited, and often misunderstood by employers. Employees: When do you have a right to a companion? All workers have a standalone right to request a… Continue Reading…
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3 alternatives to dismissal
Dismissal can seem like the obvious solution when employee performance or conduct becomes a problem, but beware, it can be a high-risk option for employers. Premature termination can trigger unfair dismissal exposure and damage reputation. Plus, every person you lose takes with them valuable institutional knowledge. Action short of dismissal is sometimes the smarter route,… Continue Reading…
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Employment Rights Act 2025: Road map
The Government has released a new policy paper confirming that it’s largely sticking to the timetable for the Employment Rights Act 2025. This roadmap was first published last July and, while a few timings have shifted slightly, the overall reform programme remains on track. April 2026 August 2026 October 2026 January 2027 Later in 2027… Continue Reading…
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Unfair dismissal? Employee serves binned food to customers
Every so often, an employment law case comes along that reminds us that real life is far stranger than any training scenario. Duffy v LNER Mr Duffy worked in train hospitality for London North Eastern Railway. His dismissal for gross misconduct hinged on a simple but unforgettable allegation – he removed two sausage rolls from… Continue Reading…
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Employment Rights Act 2025: key trade union changes
Most changes under the Employment Rights Act 2025 will take effect in 2026 and 2027. A first set of trade union reforms will come into force on 18 February 2026, two months after Royal Assent. These changes largely reverse measures introduced by the Trade Union Act 2016 and strengthen unions’ ability to take industrial action.… Continue Reading…
Professional | Practical | Personal – Employment Law Advice
The Hunter Law way
Helping employers
Hunter Law takes a contemporary and practical approach to delivering the right results for corporate clients. All clients are different. There's no 'off the shelf' formulaic … Read More ...
Helping Employees
Parting company with an employer and a job is often a simple case of wanting to move on, and take the next step in your career. But sometimes it is more challenging.... If you … Read More ...
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About Hunter Law
The Team Jenna Hunter - Director Jenna Hunter, founder of Hunter Law began her legal career with law firm Kingsford Stacey Blackwell dealing with civil litigation. After … Read More ...
Fees and costs
Hunter Law's fee structure is based on being competitive, affordable and flexible. Where possible, the firm is happy to quote a fixed fee, and also provide an annual retainer … Read More ...
What Clients Say
Corporate Clients Jenna has acted for Lipscomb Cars for a number of years and I have always found her approach to be very supportive and pragmatic. Her advice and understanding … Read More ...
