Employment Lawyers for Businesses in Glasgow
At Balfour+Manson Solicitors, our experienced team of employment lawyers for businesses in Glasgow provides expert guidance and proactive solutions to navigate the complexities of employment law. With in-depth knowledge of Scottish employment legislation and a practical, business-focused approach, we offer comprehensive support to help you manage your workforce effectively and minimise legal risks.
Employment Lawyers for Businesses in Glasgow
Whether you need assistance with contracts, policies, disciplinary matters, or tribunal representation, our Glasgow-based solicitors are here to provide tailored legal advice and strategic support. Contact us today to discuss how we can assist with your business’s employment law needs.
Contracts and Policies
Our employment law solicitors in Glasgow assist businesses in creating and maintaining robust employment contracts and policies:
- Contract Drafting: Preparing legally sound employment contracts that protect your business interests.
- Policy Development: Creating comprehensive workplace policies and procedures to ensure compliance with employment law.
- Handbook Audits: Reviewing and updating employee handbooks to reflect current legislation and best practices.
We ensure your contracts and policies provide a solid foundation for managing your workforce.
Disciplinary and Grievance Procedures
Our team can guide you through the often challenging process of handling disciplinary and grievance matters:
- Disciplinary Investigations: Advising on conducting fair and thorough disciplinary investigations.
- Disciplinary Hearings: Representing employers at disciplinary hearings.
- Grievance Handling: Assisting with responding to and resolving employee grievances.
We help you manage these situations fairly and in compliance with employment law.
Redundancy and Restructuring
We provide expert guidance on managing redundancy and restructuring processes:
- Redundancy Planning: Advising on legal requirements for redundancy procedures and selection criteria.
- Consultation Process: Assisting with conducting meaningful consultations with affected employees.
- Settlement Agreements: Preparing settlement agreements to resolve redundancy-related disputes.
Our goal is to ensure your restructuring processes are legally compliant and minimize disruption to your business.
Discrimination and Harassment
We assist businesses in creating inclusive and respectful workplaces:
- Policy Development: Creating policies to prevent discrimination and harassment.
- Training: Providing training for managers and employees on equality and diversity.
- Investigation and Resolution: Assisting with investigating and resolving discrimination and harassment complaints.
We help you create a positive work environment and mitigate the risk of discrimination claims.
Tribunal Representation
In the event of an employment tribunal claim, our experienced litigators provide robust representation:
- Claim Defence: Defending businesses against claims for unfair dismissal, discrimination, and other employment law breaches.
- Evidence Preparation: Gathering and presenting compelling evidence to support your case.
- Advocacy: Providing skilled advocacy at employment tribunal hearings.
We are committed to protecting your business interests and achieving the best possible outcome in tribunal proceedings.
Why Choose Balfour+Manson for Employment Law Services for Businesses in Glasgow?
- Expertise: Our solicitors have extensive experience in all areas of employment law for businesses.
- Practical Advice: We provide commercial, practical advice tailored to your specific business needs.
- Proactive Approach: We help you proactively manage your workforce and minimise legal risks.
- Local Knowledge: Our team understands the Glasgow business environment and has strong relationships with key stakeholders.
Employment Law Frequently Asked Questions
What are the key elements of a legally compliant employment contract?
A legally compliant employment contract should clearly outline key terms such as job title and description, start date, hours of work, rate of pay, holiday entitlement, sickness absence procedures, disciplinary and grievance procedures, and termination notice periods. It should also comply with relevant employment legislation and be drafted in a clear and understandable manner.
How often should we update our employment policies and procedures?
Employment policies and procedures should be reviewed and updated at least annually to reflect changes in legislation, best practices, and your business’s needs. It’s also important to update policies whenever there are significant changes in the workplace, such as a restructuring or a change in management.
What steps should we take when handling a disciplinary issue?
When handling a disciplinary issue, it’s essential to follow a fair and transparent process. This typically involves conducting a thorough investigation, informing the employee of the allegations against them, providing them with an opportunity to respond, and making a decision based on the evidence. It’s also important to document each step of the process and ensure that any disciplinary action is proportionate to the offence.
What are our obligations regarding redundancy consultations?
When making redundancies, employers have a legal obligation to consult with affected employees, either individually or collectively (if making 20 or more redundancies at one establishment within a 90-day period). The consultation process should be meaningful and genuine, providing employees with an opportunity to discuss the reasons for the proposed redundancies and any potential alternatives. You are also legally obligated to follow a fair and transparent selection process, and to consider ways to avoid dismissal.
Contact Us Today for Employment Law Services for Businesses in Glasgow
Latest news
Balfour+Manson is delighted to announce that Neil Crockatt has joined the firm’s Property team as a Partner in Edinburgh. Neil
We are delighted to announce the launch of a new Personal Injury & Medical Negligence Young Lawyers Group, aimed at
Our expertise
Our approachable but determined team of solicitors and solicitor advocates have over 40 years’ experience combined.
Employment Rights Act 2025: Three critical changes every employer must prepare for
The Employment Rights Act 2025 (“the Act”) received Royal Assent on 18th December 2025. This marks the most significant reform