Anti-Bribery & Corruption Services for Employers

Practical legal support to help employers prevent bribery, promote ethical conduct and respond effectively when concerns arise.

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Bribery and corruption can expose an organisation to criminal liability, financial loss and serious reputational damage. Risks may arise through the conduct of employees, agents, intermediaries or other third parties acting for or on behalf of the business, particularly where organisations operate across several markets or rely on complex supply chains.

DTM Legal advises employers across a wide range of sectors on preventing, identifying and responding to bribery and corruption risks. We help businesses develop proportionate policies and procedures, train employees and managers, manage whistleblowing concerns and conduct fair internal investigations.

Our Employment & HR solicitors can also support employers when allegations are made against an employee, helping them protect the integrity of the investigation while following an appropriate disciplinary process. Where required, we work alongside colleagues in our Corporate & Commercial and Dispute Resolution teams to address wider contractual, regulatory or commercial issues.

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Anti-Bribery and Corruption Legal Services

We provide practical advice and support across a wide range of anti-bribery and corruption matters, including:

  • Drafting and reviewing anti-bribery and corruption policies
  • Reviewing gifts, hospitality, expenses and donations policies
  • Developing employee codes of conduct
  • Assessing bribery risks within employment practices and procedures
  • Training employees, managers and senior leadership teams
  • Establishing reporting and escalation procedures
  • Drafting and reviewing whistleblowing policies
  • Advising on concerns raised by whistleblowers
  • Planning and conducting internal investigations
  • Advising on suspension during an investigation
  • Supporting disciplinary procedures following allegations
  • Advising on dismissal and other disciplinary sanctions
  • Managing grievances connected with bribery or corruption concerns
  • Protecting confidential and sensitive information
  • Reviewing employment contracts and obligations
  • Advising on employee conduct involving agents, suppliers and other third parties
  • Supporting employers facing related Employment Tribunal claims
  • Coordinating anti-bribery procedures with wider compliance frameworks
  • Reviewing policies following changes to the business or its risk profile

Why Instruct DTM Legal?

An anti-bribery policy should reflect the actual risks faced by the organisation rather than operate as a generic document. Our Employment & HR team takes the time to understand your workforce, management structure, markets and third-party relationships before advising on proportionate procedures.

We help employers turn written policies into practical workplace processes. This includes ensuring that responsibilities are clear, staff understand the standards expected of them and managers know how to identify, report and respond to potential concerns.

Where an allegation arises, we provide responsive advice on investigations, confidentiality, suspension and disciplinary action. Our focus is on helping you establish the facts, follow a fair process and protect the organisation without reaching conclusions before the evidence has been properly considered.

We provide:

  • Practical and commercially focused employment law advice
  • Anti-bribery procedures tailored to your organisation’s risks
  • Clear policies for employees, managers and leadership teams
  • Support with training and internal communications
  • Strategic advice during sensitive workplace investigations
  • Guidance on disciplinary action and potential dismissal
  • Coordination with wider legal and compliance advisers where required

Get in Touch

Whether you are developing an anti-bribery policy, reviewing your existing procedures or responding to a workplace allegation, our Employment & HR team can help you take a proportionate and legally compliant approach.

To discuss your requirements, contact us by emailing employment@dtmlegal.com or calling 01244 354 800 / 0151 321 0000.

Key Contact
Partner / Head of Employment & HR
DTM Legal
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Key Considerations for Anti-Bribery and Corruption Compliance

Reviewing how bribery risks arise within your organisation can help identify whether your policies, training and reporting processes remain effective. Read our Key Considerations guide to understand some of the points a solicitor may wish to discuss when responding to your enquiry. It can help you prepare the relevant information and make your initial conversation more productive.

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DTM Legal
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Employment & HR Team

Tom Evans

Partner / Head of Employment & HR
Jamie-Lea Taylor

Paralegal, Residential Conveyancing
Molly Drake

Solicitor, Commercial Property
Alison Brennan

Head of Compliance and Service Delivery

Frequently Asked Questions

Commonly asked questions about legal services relating to anti-bribery & corruption for businesses.

Bribery broadly involves offering, promising or giving a financial or other advantage to encourage improper conduct, or requesting or accepting an advantage in return for acting improperly.

It can involve more than direct cash payments. Gifts, hospitality, commissions, donations, expenses or favours may raise concerns where they are intended to influence a decision or secure an improper business advantage.

An organisation should have an anti-bribery policy where its employees or people acting on its behalf may be exposed to bribery risks. The detail and complexity of the policy should reflect the organisation’s size, activities, markets and commercial relationships.

A policy alone may not be sufficient. Employers should communicate it to staff, provide appropriate training and monitor whether the procedures are understood and followed.

Reasonable and proportionate gifts or hospitality are not automatically prohibited. The concern is whether an advantage is intended to induce or reward improper conduct or influence a business decision inappropriately.

Employers should establish clear financial limits, approval requirements and registers for gifts and hospitality. Employees should also know when an offer must be declined or escalated for further review.

The employer should assess whether immediate steps are needed to preserve evidence, protect confidential information or prevent further potential misconduct. A fair and impartial investigation should then be planned, with clear terms of reference and appropriate confidentiality.

Employers should avoid assuming that an allegation is true before the evidence has been considered. Any suspension or disciplinary action should be reasonable, proportionate and handled in accordance with the organisation’s procedures.

A commercial organisation may commit an offence where a person associated with it bribes another person intending to obtain or retain business or a business advantage for the organisation. Associated persons can include employees, agents and others performing services for or on behalf of the business.

The organisation may have a defence if it can show that it had adequate procedures designed to prevent bribery. Government guidance identifies proportionate procedures, senior-level commitment, risk assessment, due diligence, communication and training, and monitoring and review as the six key principles.

What our Clients Say

See what our customers have to say about their experience

Review Solicitors Stars
5/5 350+Reviews
Steve Tatham
26/04/2026
Tom Evans provided an excellent service regarding my recent Voluntary Redundancy. Tom was friendly, knowledgeable and helpful in supporting the processing of the legal documentation around redundancy. Tom was very timely and managed our sessions well to ensure we didn’t overrun. I would highly recommend Tom and use him again if I needed legal support.
Ellie
27/10/2026
DTM’s employment department has dealt with a couple of matters on our behalf. They have dealt with all matters efficiently, providing clear advice on employment law, whilst also understanding the commercial aspects of suggested actions.
Mia
15/10/2023
They feel like an extension to our business. They fully understand our business inside and out and are very responsive and provide a huge level of support.

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