Employment Disputes and Resolution Advisers
Workplace disagreements do not always need to become prolonged disputes. With timely advice, a clear understanding of the risks and a practical strategy, it is often possible to protect your organisation while finding a workable way forward.
Some situations need to be addressed quickly. You may be facing a grievance, a disagreement over bonus payments, a whistleblowing allegation or the threatened departure of a senior employee. In other cases, an Acas notification or employment tribunal claim may already have arrived.
Employment dispute resolution covers the steps used to manage and resolve workplace disputes. This may include internal procedures, protected conversations, settlement negotiations, Acas early conciliation or defending formal proceedings. The right approach will depend on the facts, the employment relationship and your wider commercial priorities.
Our employment solicitors advise employers of all sizes, including owner-managed businesses, growing organisations, larger corporates, HR teams and in-house legal professionals. Harrison Drury and its lawyers are recommended in The Legal 500, and a number of the firm’s practice areas are ranked in the 2026 Chambers UK guide. Our firm also holds the Law Society’s Lexcel practice management accreditation.
We combine that wider legal capability with an understanding of the pressures employment disputes can place on management time, workplace relationships, reputation and future decision-making. We give you clear options, explain the risks and help you maintain steady progress.
We make it possible to approach employment disputes with greater clarity and control. Contact our employment and HR team to discuss the situation and the most appropriate next step.
Resolving employment disputes with your wider objectives in mind
A sensible dispute strategy starts with understanding what matters to your organisation.
For some employers, the priority is to preserve an important working relationship. For others, it may be to bring an employment relationship to an orderly conclusion, protect confidential information or respond firmly to a claim that lacks merit.
We take time to understand the people involved, the history of the issue and the outcome you are seeking. We can then help you assess the strengths and weaknesses of your position, identify the evidence that may be needed and consider the likely effect of each available option.
This may involve reviewing employment contracts, policies, correspondence, meeting notes, performance records, bonus documentation or the handling of an internal process. Where action is needed quickly, we assess the immediate risks and identify the steps required to protect your position and support a compliant approach. We also make sure that any early action remains consistent with the outcome you are working towards, creating a clear and coherent approach as the matter develops while giving you room to consider your next steps.
Early advice can also help prevent a disagreement from becoming a formal claim. We can review the steps taken so far, identify relevant considerations and help you manage the situation before positions become entrenched and the situation harder to resolve.
Our advice is practical and proportionate. We will explain when an early resolution may be commercially sensible and when there may be good reasons to defend your position. Settlement is one option, not an assumption.
How we work with you
Employment disputes often involve sensitive facts, competing pressures and decisions that need to be made quickly. You need advice that is legally sound, commercially realistic and easy to put into practice.
We work as an extension of your team, giving managers, HR professionals and in-house lawyers a clear point of contact throughout the matter. We establish who is responsible for each step, what information is required and when key decisions need to be made.
You will receive clear, actionable advice on your options and the possible consequences of each route. We can help you prepare for difficult conversations, draft correspondence, manage negotiations and respond to formal proceedings.
Where you need practical HR support alongside legal advice, our HR consultancy service can provide additional resource. This may include supporting or managing investigations, disciplinary and grievance processes, capability procedures, consultations and other sensitive people matters.
For employers looking for ongoing support, HR Compass provides fixed-fee access to employment law advice across the employment lifecycle, from contracts and day-to-day people issues through to exits. Where support is needed less regularly, we can also offer General Advice files on a pay-as-you-go basis. Both options provide access to the same practical employment law support, giving you greater choice over how the service is funded and helping you address issues early, manage risk and keep control of legal spend.
Where a dispute overlaps with another area of law, we can also draw on colleagues across the firm. This joined-up approach can be particularly valuable where a matter involves senior exits, shareholder relationships, confidentiality, restrictive covenants, regulatory issues or reputational concerns.
Throughout the matter, we aim to provide continuity and proactive communication. You will understand what is happening, what we need from you and what the next stage may involve.
Our employment dispute resolution services
We advise employers on contractual and discretionary bonus disputes, including disagreements about performance conditions, scheme wording and the exercise of employer discretion.
We help employers decide whether a protected conversation is appropriate, prepare for the discussion and manage any offer or negotiation that follows. We also explain the limits of the statutory protection, and help you to identify and mitigate associated risks. The statutory protection generally applies only to ordinary unfair dismissal claims and may be lost to the extent that there has been improper behaviour.
We draft and negotiate settlement agreements designed to record an agreed exit clearly, satisfy the applicable statutory requirements and protect the organisation’s wider interests.
We advise employers on handling protected disclosures, investigating concerns and responding to allegations of dismissal or detrimental treatment connected with whistleblowing.
We represent employers throughout Acas early conciliation and Employment Tribunal proceedings, from the initial response and evidence gathering through to settlement discussions and final hearings.
We advise on contractual dismissal claims involving notice, notice pay, benefits and alleged failures to follow a contractually binding procedure.
Settlement negotiations and commercial resolution
A negotiated resolution can bring greater certainty and reduce the management time and disruption involved in continuing a dispute. It can also provide more flexibility over matters such as confidentiality, references, communications and the practical arrangements surrounding an exit.
Where settlement is appropriate, we help you define the terms that matter most, prepare proposals and respond to counteroffers. We can negotiate directly with the individual or their representative, explain the practical effect of each proposal and ensure that you retain control over whether an agreement is reached.
Pricing, choice and control
We discuss costs at the outset and explain how they may change as the matter develops. The appropriate pricing arrangement will depend on the nature of the dispute, the information available and the level of support you need.
Fixed fees may be available for defined pieces of work, such as reviewing documents, advising on a proposed protected conversation or drafting a settlement agreement. More complex negotiations and Employment Tribunal proceedings may require a staged or time-based approach. For indicative pricing and service information for defending unfair and wrongful dismissal claims, see our employment disputes costs page.
Where possible, we can divide the work into clear phases. This allows you to review the position, likely next steps and anticipated costs at important points in the matter.
We will also explain any potential third-party costs, such as barristers’ fees, where these may be required. Our aim is to give you choice, flexibility, control and transparency without making assumptions about how far the dispute will progress.
Talk to our employment dispute resolution solicitors
Whether you are dealing with an emerging workplace disagreement, considering a negotiated exit, responding to an employment tribunal claim or simply wanting to know that you have the support available if the worst happens, we can help you assess the position and decide what to do next.
You will have support from trusted legal and HR experts who focus on clear, actionable advice and practical outcomes. Where the matter involves wider commercial, regulatory or reputational issues, we bring the right specialists together so you receive a comprehensive and joined-up service with clear ownership throughout.
Our wider commitment to quality is reflected in independent recognition in Chambers and Partners (UK) and The Legal 500 (UK), as well as our Lexcel accreditation.
Known throughout the North, with offices spanning Lancashire, Merseyside, Cumbria and Staffordshire, including Preston, Clitheroe, Garstang, Kendal, Lancaster, Lytham, Manchester, Southport and Stoke, we offer accessible support that stays close to what matters to you.
Call our HR and employment law solicitors or complete the form below and we will arrange an initial conversation. We will understand what you want to achieve, explain your options and outline the next best steps, so you can move forward with clarity, confidence and control.
Frequently Asked Questions
Employment dispute resolution is the process of addressing and resolving disagreements between an employer and an employee or worker. It can involve internal discussions, formal workplace procedures, negotiation, mediation, Acas conciliation or, where necessary, Employment Tribunal proceedings.
An employer should seek legal advice as soon as a dispute becomes sensitive, complex or likely to escalate. Early advice can help you choose the right process, preserve evidence, manage risk and avoid decisions that may be difficult to reverse later.
Yes. Many employment disputes can be resolved through internal procedures, negotiation, mediation or Acas conciliation before an Employment Tribunal hearing becomes necessary. The right approach will depend on the facts, the relationship between the parties and the outcome you are trying to achieve.
The right approach will depend on the strength of the legal position, the available evidence, the potential cost and disruption, and your wider commercial priorities. We can help you assess those factors clearly, so you can decide whether negotiation, settlement or a defended claim offers the most proportionate way forward.
Take the complaint seriously, follow the appropriate internal procedure and preserve any relevant documents or communications. Legal advice can help you decide whether an investigation is needed, manage the process fairly and reduce the risk of the issue escalating.
Advice from our experts
Meet our Employment & HR team
