Your Employment Settlement Agreement Workplace Dispute Redundancy Contract Experts

As an employer, you face a minefield of legal responsibilities. From contracts and handbooks to disputes, redundancies and dismissals, every decision carries legal risk. Getting it wrong can lead to costly claims, tribunal proceedings, reputational harm, and damage to workplace culture.

At Manak, our dedicated employment solicitors act as your trusted advisers. We don’t just handle disputes when they arise- we help you prevent them by putting strong systems in place. Our goal is simple: to protect your business and give you the confidence to make employment decisions with clarity and peace of mind.

• Drafting and reviewing contracts & policies – Bespoke employment contracts, handbooks, and restrictive covenants that safeguard your interests.

• Managing disputes & grievances – Advice and representation in disciplinary procedures, investigations, and tribunal claims.

• Redundancies & restructuring – Ensuring processes are fair, compliant, and defensible.

• Settlement agreements – Clean and enforceable solutions to end disputes.

• Unfair & wrongful dismissal – Guidance to ensure dismissals are legally fair and reduce the risk of claims.

• Mergers & acquisitions (TUPE) – Expert support for employee transfers and consultation duties.

• Immigration & overseas recruitment – Helping employers with sponsor licences, visa compliance, and right-to-work checks.

• Training & compliance – Bespoke training for managers and HR teams on procedures, equality, and workplace law.

Dismissals must be both substantively fair (for a valid reason such as conduct, capability, redundancy, or statutory restriction) and procedurally fair (following investigations, hearings, and appeals).

Automatically unfair reasons include dismissals connected to:

• Pregnancy or maternity

• Whistleblowing

• Health & safety concerns

• Trade union activity

• Asserting statutory rights

Failure to comply with these requirements can lead to Employment Tribunal claims within three months of dismissal. If found unfair, compensation can be significant, not to mention the reputational damage.