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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Appeals – how to handle the dismissal process fairly and effectively
Offering an appeal following a dismissal is only half the story. How you handle it can determine whether an otherwise fair dismissal stands – or falls. Organise it impartially and without unreasonable delay The Acas Code of Practice makes clear that appeals should be conducted without unreasonable delay and handled impartially. The appeal stage is… Continue Reading…
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Neurodiversity awareness: What you need to know about neurodivergence at work
Neurodiversity Awareness Week took place last month. Its aim is to shift how organisations understand and support neurodivergent individuals. For HR professionals the aim has clear legal implications. The legal question boils down to whether an employee is experiencing a disadvantage at work – and what reasonable steps can be taken to address it. What… Continue Reading…
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Alternatives to dismissal – 2 other options
Transferring or training Avoiding a dismissal by transferring or training an employee can protect the employment relationship while addressing root causes. But both these options could misfire legally and operationally if you treat them as informal “fixes” rather than formal and binding changes. Transfer – issues to consider A transfer (to a different team, role,… Continue Reading…
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Collective redundancy consultation – what are the rules?
The duty to collectively consult kicks in where 20 or more redundancies are proposed at one establishment within a 90-day period. The rules are laid out in the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA). TULRCA requires at least 30 days’ consultation (or 45 days where 100 or more redundancies are proposed. Wider… Continue Reading…
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How to handle suspect complaints
From time to time, all HR professionals and managers will encounter a grievance that comes across as tactical, exaggerated or even completely made up. These situations are tricky: if you get it wrong and treat it dismissively, there could be serious repercussions. On the other hand if you overreact, you might unfairly penalise an employee… Continue Reading…
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Dismissing for gross misconduct: lessons from Langton v Buckinghamshire Fire and Rescue
In Langton v Buckinghamshire Fire and Rescue, an experienced firefighter was dismissed immediately after making a misogynistic comment. He said that a woman he rescued looked “haggard for her age.” The tribunal decided that the dismissal was unfair. How to carry out a fair dismissal When you dismiss someone for misconduct, you must follow a… Continue Reading…
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Religion, belief and dress codes – how to strike the balance
Dress codes appear to be a routine HR issue, but handled incorrectly, they carry significant legal and reputational risk. Those who impose inflexible or poorly thought-out requirements can quickly find themselves facing discrimination claims, employee relations issues and wider reputational damage. Indirect Discrimination The start point is the Equality Act 2010. This protects employees from… Continue Reading…
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Increases to National Minimum Wage from 1st April
Named and Shamed Paying national minimum wage incorrectly can be costly in more ways than one. The Government recently released its latest ‘name and shame’ list of employers who failed to pay national minimum wage to their workers. This potentially reputationally damaging naming and shaming process is on top of fines of up to 200%… Continue Reading…
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Employment Rights Act 2025: changes from 6 April 2026
From 6 April 2026: From 7 April 2026: New statutory rates for 2026 April also marks the month each year where changes to statutory rates come into force. Many rate changes take effect from 6th April (to align with the start of the new tax year). The statutory rates for family leave, sick pay, redundancy… Continue Reading…
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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…
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 ...
