Employment
Almost all organisations have to deal with employment issues from time to time. Resolving them successfully requires more than just legal knowledge.

Our employment lawyers combine a high level of technical legal expertise with a real understanding of the personal and commercial issues at stake. This enables us to offer practical and pragmatic solutions that help our clients to operate successfully and achieve their strategic goals. We’re also pro-active: always alert to future legal changes or other developments, so that we can ensure that our clients are aware of how they might be affected in time to adapt.

We advise on day-to-day issues such as industrial relations, disciplinary and grievance, absence, performance, dismissals and settlement agreements. We also contribute to corporate transactions by providing advice on the employment issues arising in share acquisitions/disposals and TUPE transfers; and advise on change management, including redundancy programmes and restructuring. We work closely with the firm’s experts in immigration, pensions, employee share incentives, data protection and tax.

Our employment lawyers are experienced in advising on Employment Tribunal and Employment Appeal Tribunal proceedings. Our team also includes in-house Solicitor Advocates, who regularly appear in the Court of Session, including in relation to the enforcement of restrictive covenants and the protection of confidential information. It is always worth considering whether disputes can be successfully concluded without litigation, and we are also skilled in alternative approaches, such as mediation.

We provide bespoke training to HR and in-house legal departments and managers. The subject might be anything from a refresher session on employment law essentials to an in-depth examination of the practicalities of managing TUPE. We can also provide HR consultancy support for clients whose needs go beyond legal advice.

Employee share incentive schemes

We also assist companies to design, implement and operate employee share incentive schemes. A good scheme has many benefits: it helps the business to recruit and retain good staff; encourages employees to take a long-term view; aligns employees’ interests with those of the owners; and can be a tax-efficient way to reward people. Find out more about our services here.

Business immigration

Our highly skilled and experienced team provides a wide range of immigration-related services for employers. This includes advising on visa sponsorship, your obligations to check people’s right to work, short-term work visits and Global Talent visas. Find out more about our services here.

Please click here to see information required by the SRA Transparency Rules in relation to bringing and defending claims for unfair dismissal and wrongful dismissal in the Employment Tribunal in England and Wales.

Meet our key contacts

Neil Maclean

Partner and Head of Employment

Partner

Laura Whyte

Associate

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Related articles and insights: Employment

12 September 2025

Workforce planning in the energy sector: navigating the Employment Rights Bill

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From early 2026, we will begin to see the first significant effects of the Employment Rights Bill come into force, bringing a number of substantial changes that employers need to be prepared to adapt to.

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Fostering a strong sense of belonging and collegiality is vital not only to the triumph of any sports team but also to businesses in all industries. This article highlights the keys to the Lionesses’ success that can be translated to the everyday workplace.

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The Employment Rights Bill ( ERB) has been the headline topic in employment law since it was published on 10 October 2024. As the ERB continues to make its way through Parliament and evolve, this article provides a tailored update for the hotels and hospitality sector.

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Contributors:
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Striking a balance between achieving a just energy transition and honouring the promises made in the Employment Rights Bill may prove difficult as job security is a priority for many in the North East of Scotland. This article considers the potential obstacles the government and businesses may face. A shortened version of this article was first published in The Herald.

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