Employers should consider taking advice before making decisions that could significantly affect an employee, such as changing contractual terms, beginning a disciplinary or capability process, managing long-term absence, making redundancies or considering dismissal.

Seeking advice early can help identify the correct procedure, reduce the risk of inconsistent treatment and prevent avoidable problems from escalating. DTM Legal supports employers with day-to-day HR advice as well as more complex workplace disputes and Employment Tribunal claims.

Employers should have contracts or written statements that accurately reflect each person’s role and working arrangements, together with workplace policies covering matters such as disciplinary procedures, grievances, absence, equality, family leave and data protection.

Employees and workers must receive the principal written statement of employment particulars on or before their first day, with certain additional information provided within two months. Contracts and policies should also be reviewed when employment law or the way the business operates changes.

Employers should follow a clear and consistent process, investigate the facts, give the employee an appropriate opportunity to respond and keep accurate written records. The procedure should reflect the circumstances rather than assuming that every concern will justify formal action or dismissal.

The Acas Code of Practice establishes minimum standards for disciplinary and grievance matters, and the procedure followed by an employer may be considered if the dispute reaches an Employment Tribunal. Taking advice before important meetings or decisions can help employers manage the process fairly and proportionately.

The employer should preserve relevant documents, establish a clear chronology and seek advice promptly. Tribunal claims are subject to strict deadlines, and a prospective claimant will usually need to notify Acas before bringing a claim so that early conciliation can be considered.

Not every threatened claim will proceed to a hearing. Early assessment can help the employer understand the strengths and risks of its position, respond appropriately and consider whether the matter could be resolved through internal procedures, Acas conciliation or a settlement agreement.

Yes. Employers can seek advice on individual matters or use the team for ongoing support with contracts, policies, employee relations, training and changes in employment law.

Ongoing legal support can give managers and HR teams access to advice before decisions are made, helping them apply procedures consistently and manage workplace issues with greater confidence. DTM Legal also provides employment law training designed to help managers implement workplace policies and handle common HR challenges effectively.