Employment solicitors for employees or individuals

Our award-winning employment solicitors provide expert employment law advice and support for employees and individuals at every stage of their working life.

Helping employees and individuals make informed employment decisions with confidence.

Employment law can be complex, and many people are unsure of their rights when starting a new role, facing workplace issues, or planning a career transition.

At Boyes Turner, our employment law solicitors provide clear, practical guidance to help employees and individuals understand their rights, resolve disputes, and make informed decisions. From reviewing contracts and handling grievances to supporting exits, redundancy, or settlement agreements, we ensure your interests are protected and your workplace concerns are addressed effectively.

Complex employment issues explained clearly, with practical guidance you can act on.
Our advice is always centred on achieving the right outcome, whether through negotiation, mediation or formal proceedings.

Award-winning employment law firm, recognised for its practical and proactive advice.
By drawing on expertise from across the firm, we provide coordinated advice that considers wider legal and personal matters.

Our employment law services for employees

Boyes Turner’s employment solicitors provide practical, expert advice to employees and individuals, helping them understand their rights, make informed decisions, and manage complex workplace matters with confidence. This includes:

Employment contracts, pay, and benefits

Reviewing and advising on employment contracts, pay and benefits
Advising on participation in equity, share schemes, or incentive plans
Advising on flexible working, family leave, hybrid working, and wellbeing policies

Workplace disputes

Supporting claims of unfair dismissal,breach of contract, discrimination, sexual harassment, or whistleblowing
Guidance on workplace investigations or internal grievance processes
Representing employees in employment tribunals and other dispute resolution processes

Business exits and post-employment obligations

Negotiating exits, settlement agreements, and compromise arrangements
Advising on restrictive covenants, confidentiality, and post-termination obligations
Reviewing shares, equity, or stock options, including shareholder agreements and vesting arrangements
Advising on pensions, bonuses, and other benefits affected by leaving the business
Guidance on notice periods, pay entitlements, and exit planning for senior employees

Employment law for employees FAQs

What should be included in my employment contract?

Your employment contract is a key document that sets out the rights, responsibilities, and obligations of both you and your employer. A well-drafted contract provides clarity and protection for both parties. At a minimum, it should include:

Job title and duties – a clear description of your role and responsibilities.
Start date (and contract duration if applicable) – including whether your employment is permanent, fixed-term, or temporary.
Pay and benefits – salary, bonuses, commission, pension contributions, and any other benefits.
Working hours – normal hours and days of work, breaks, overtime expectations, and flexible working arrangements if applicable.
Holiday entitlement – annual leave entitlement, public holidays, and rules for requesting leave.
Notice period and termination – how much notice you and your employer must give to end the contract, and circumstances under which termination may occur.
Sick pay and absence procedures – how sickness is reported and what pay you are entitled to.
Maternity, paternity, adoption, and shared parental leave – statutory leave entitlements, pay rights, and return-to-work protections.
Confidentiality, intellectual property, and restrictive covenants – obligations regarding sensitive information, non-compete clauses, and non-solicitation agreements.
Policies and procedures – reference to the company’s disciplinary, grievance, health & safety, and other relevant policies.
Dispute resolution – how issues will be handled if disagreements arise.

While some elements are statutory requirements, others may vary depending on your role, seniority, and sector. Having a clear, comprehensive contract ensures you understand your entitlements, responsibilities, and protections, and provides a foundation for resolving any potential disputes.

Can my employer change my contract without my agreement?

In most cases, an employer cannot make significant changes to your contract without your consent. Any major changes to terms such as pay, hours, job duties, or benefits must be agreed by both parties. If an employer tries to impose changes unilaterally, it may be considered a breach of contract or, in some cases, constructive dismissal if the changes are fundamental and you feel forced to resign.

Employers can, however, make minor or temporary adjustments with reasonable notice, especially if covered by a flexible working clause or similar provision in your contract.

If you are asked to accept changes, it is advisable to seek independent legal advice to understand your rights, assess the implications, and ensure any changes are documented properly.

What should I consider if I am planning a business exit?

If you are planning to leave a business, there are several important factors to consider to protect your rights and entitlements. You should review your notice period, redundancy or exit payments, and post-termination restrictions. If you are asked to enter into a settlement agreement, you will be required to have your agreement checked by an employment solicitor.

If you hold shares, equity, or stock options, or receive pensions and other benefits, it’s important to understand how these will be impacted by your exit. You should also review any restrictive covenants, such as non-compete or confidentiality clauses to understand restrictions on your future conduct, and ensure that the exit process is conducted fairly and transparently.

Seeking specialist employment advice helps you manage the exit professionally, compliantly, and in a way that protects your financial and legal interests.

I’m a senior employee with shares or equity — how will that affect my exit?

If you hold shares, equity, or stock options in the business, your exit may be more complex than a standard termination. You should review any shareholder or equity agreements, including vesting schedules, buyback provisions, or restrictions on selling shares, as these can affect your financial entitlements.

Other considerations include pension rights, bonuses, and other benefits, which may be linked to your role or length of service.

Engaging with an employment solicitor as early on as possible, gives you confidence and clarity when planning your departure.

Am I protected from unfair treatment or discrimination at work?

Yes, employees in the UK are protected by law from unfair treatment, discrimination and harassment in the workplace.

This includes protection based on age, sex, race, disability, religion or belief, sexual orientation, pregnancy and maternity, or marital status. Protection applies to all aspects of employment, including recruitment, pay, promotions, training, disciplinary action, and dismissal.

If you believe you have been treated unfairly or discriminated against, you have the right to raise a grievance internally and, if necessary, pursue a claim through an employment tribunal.

Our employment solicitors can provide guidance on your rights, help you gather evidence, and advise on the best course of action.

What should I do if I experience discrimination, harassment or have been treated unfairly at work?

If you experience discrimination, harassment, or unfair treatment, it is important to take action promptly. We recommend you do this by:

Document incidents – keep detailed records of any incidents, including dates, times, locations, and anyone involved or who witnessed the behaviour.
Follow internal procedures – raise the matter through your employer’s grievance policy or speak to HR, if available.
Seek independent advice – employment law solicitors can guide you on your rights, assess your situation, and advise on the most appropriate steps.
Consider formal claims – if internal resolution is unsuccessful or you are unhappy with the outcome, you may be able to take your case to an employment tribunal, where your rights can be formally enforced and any remedies, such as compensation or reinstatement, considered.

Taking prompt, informed action helps protect your rights, address the issue effectively, and prevent further problems.

What are my rights if my role is made redundant?

If your role is made redundant, you have a number of legal rights and protections. All employees are entitled to statutory redundancy pay if you have at least two years’ continuous service, along with notice of termination and the right to a consultation about the redundancy.

For some employees, redundancy may be a mutually agreeable outcome, and they may wish to review any settlement or payout offer to ensure it is fair, correctly calculated, and in line with both statutory and contractual entitlements. This is especially important for employees who have been with a business for a long time or have complex pay or bonus arrangements.

Other employees may feel that the redundancy process has not been handled fairly, for example if selection criteria appear biased, consultation is inadequate, or alternative roles were not properly considered. In these cases, you may be able to challenge the process and issue a claim for unfair dismissal.

Employment law solicitors can help review offers, calculate redundancy payments, assess the fairness of the process, and advise on next steps, whether your goal is to accept a payout with confidence or to pursue a dispute. This ensures your rights are protected and you make informed decisions.

Should I have a settlement agreement reviewed before I sign it?

Yes, you are required to have a settlement agreement reviewed by an employment solicitor before you sign, even if the offer seems fair. Settlement agreements are legally binding and usually waive your right to bring future employment claims once signed, so it is essential that you fully understand the terms and implications.

An employment solicitor can check that the compensation is correctly calculated, review notice pay, bonuses, benefits, and tax treatment, and ensure the agreement accurately reflects what has been discussed. They can also advise whether the terms are reasonable given your role, length of service, and circumstances, and help negotiate improvements where appropriate.

In many cases, employers contribute towards or fully cover the cost of this legal review, and this is often set out within the settlement agreement itself. This allows you to obtain independent legal advice without having to fund it personally, and to make an informed decision before signing.

Boyes Turner have vast experience in reviewing and negotiating on settlement agreements for individuals. Contact us today at [email protected].

Contact us

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0118 959 7711

Why use our employment solicitors?

Award-winning employment law firm

Boyes Turner was named Employment Law Firm of the Year 2025 by Personnel Today, We provide advice that is clear, realistic, and tailored to your situation, helping you understand your options and achieve the best possible outcome.

Comprehensive, strategic & proactive support

Whether you are negotiating an exit, reviewing a settlement agreement, or seeking clarity on a dispute, we help you make informed decisions and protect your interests. We represent employees in grievances, unfair dismissal, discrimination, harassment, whistleblowing, and other workplace disputes. Our team provides clear, practical advice to resolve issues efficiently, including negotiations, mediation, and employment tribunal proceedings.

We are a leading law firm

Boyes Turner is recognised as a leading UK law firm by legal directories, Chambers UK and The Legal 500. These rankings are based on independent research and client feedback, reflecting our proven expertise, outstanding results, and trusted reputation. As a full-service firm, we coordinate employment advice with other guidance from our specialist teams such as dispute resolution, immigration and private wealth, providing seamless support across all legal needs.