Employment Law and HR Advice for Businesses
Protecting Your Organisation,
Supporting Your People
Expert employment law and HR support when workplace issues arise. Proactive compliance to support with Tribunal defence, we help you manage legal risk while maintaining strong employee relations.
When Employment Law Matters Most
Employment law issues rarely arrive at convenient moments. A grievance escalates. A dismissal goes wrong. A discrimination allegation surfaces. An ex-employee lodges a tribunal claim.
The consequences can be significant: legal costs, management time, damaged culture, reputational risk.
At Trilogy HR Law, we help businesses navigate these challenges with confidence. Whether you’re managing a live dispute, defending a tribunal claim, or strengthening your compliance framework, we provide clear, practical advice that protects your organisation.
With collective employment law experience of over 50 years and working as a Trilogy for over a decade, we’ve supported numerous businesses as their trusted first-response team. Our aim is to support your business to manage legal risk with a view to providing cost effective, proactive solutions.
When to Get Employment Law Advice
Most employment law problems escalate because of delayed or unclear advice. Early intervention reduces risk and costs. You should seek legal advice if:
Getting the process right from the start is critical.
These can escalate quickly, getting the right internal process in place from the start is crucial.
Whistleblowers have strong legal protections. Mishandling these matters carries significant legal and reputational risk.
Consultation processes must follow strict legal requirements. Poor process = costly claims.
The Fair Work Agency will have powers to investigate, its important to seek legal advice on compliance.
This can be the first sign of a tribunal claim. You have limited time to respond strategically.
Settlements must be legally sound and commercially sensible. We draft and negotiate on your behalf.
Employee transfers come with inherited liabilities. Due diligence and consultation are essential.
Ensuring you have the required documentation in place, reduces risk in respect of claims and provides a framework to assist the working relationship. This can include ensuring business protection is in place in the form of restrictive covenants.
Early advice isn’t just about legal protection, it’s about maintaining trust, consistency, and workplace culture.
Our Employment Law Services
How We Support Employers
If you’re facing a tribunal claim, unfair dismissal, discrimination, whistleblowing, or breach of contract, we provide strategic defence from ET3 through to final hearing.
We also support ACAS Early Conciliation, helping you assess settlement options and negotiate commercially sensible outcomes.
What we do:
- Review claims and assess merits
- Prepare tribunal defences (ET3)
- Gather evidence and witness statements
- Instruct and work alongside barristers
- Represent you at preliminary and final hearings
- Negotiate settlements where appropriate
Disciplining an employee carries legal risk. We guide you through a fair process, to support the procedure and reduce potential employment related claims.
What we do:
- Advise on grounds for disciplinary and if required, dismissal
- Review disciplinary processes for legal compliance
- Support the investigation and meetings
- Draft all necessary correspondence, including guidance notes, in line with your instructions
- Advise on the full procedure, including appeals
Redundancy is a fair reason for dismissal if handled correctly. Consultation, selection criteria, and process must be legally sound.
What we do:
- Advise on redundancy processes and timescales
- Draft consultation documents, in line with your instructions
- Support collective consultation (20+ redundancies)
- Support, if necessary, with the election of representatives
- Review selection criteria and selection pools
- Manage legal risk throughout
When a business or service transfers, employees usually transfer too along with their terms, conditions, and any potential claims. TUPE compliance is complex.
What we do:
- Conduct due diligence on employee liabilities
- Advise on consultation requirements
- Support, if necessary, with the election of representatives
- Draft employee communications, in line with your instructions
- Manage objections and dismissals, if required
- Support post-transfer integration
Discrimination and whistleblowing claims carry significant financial and reputational risk. These matters require careful, independent handling.
What we do:
- Advise on allegations and investigation processes
- Support internal investigations
- Defend tribunal claims
- Review policies and compliance
- Support with proactive prevention duties (sexual harassment)
- Draft all necessary correspondence, including guidance notes, in line with your instructions
Without Prejudice negotiations and Settlement agreements allow you to end employment relationships cleanly, with legal protection against future claims, without the need to follow a full process.
What we do:
- Draft legally sound settlement agreements
- Negotiate terms on your behalf including drafting correspondence and guidance notes in line with your instructions
- Advise on settlement amounts
- Manage the process end-to-end
Protecting your business interests after an employee leaves requires careful drafting and enforcement.
What we do:
- Review and draft restrictive covenants including non competition, non solicitation, non poaching, non dealing, company property and confidentiality clauses.
- Advise on enforceability
- Negotiate compromises
If you’re facing a tribunal claim we provide strategic advice from your receipt of the claim through to the final hearing.
We also support ACAS Early Conciliation, helping you assess settlement options and negotiate commercially sensible outcomes, if desired.
What we do:
- Review claims and assess merits
- Prepare tribunal defences (ET3)
- Support with the Tribunal orders, including drafting all necessary documentation and correspondence
- Preparation of the bundle, following exchange of documents.
- Gather evidence and preparation of witness statements
- Preparation for final hearing
How We've Helped Businesses Like Yours
A North East energy business faced a multi-ground discrimination claim with potential six-figure and reputational exposure. We assisted the client with defence of the proceedings, achieving a deposit order in favour of the Respondent and resulting in the Claimant’s withdrawal of all claims against the Respondent.
Managing a Sensitive Redundancy Process
A professional services firm needed to reduce headcount across multiple departments. We designed a legally compliant consultation process, drafted all documentation, and supported managers through individual consultations. Zero claims resulted.
TUPE Transfer for a Growing Business
A Teesside based tank containers firm acquired a competitor as a strategic move to expand its footprint and gain market share. As a result of the acquisition the client inherited 70+ employees. We conducted full due diligence reported to the client on any issues found from our review and managed the transfer to a successful conclusion for the client.
Negotiating Multi-Claimant Settlement
A hospitality business faced three linked tribunal claims following restructuring. We negotiated a commercial settlement within 8 weeks, avoiding tribunal costs and reputational risk.
What Makes Trilogy Different
Ready to Discuss Your Employment Law Issue?
Whether you need advice on a current workplace matter, ongoing employment law support or assistance with a Tribunal defence, Trilogy is here to help.
Fixed-Fee Support
Clear pricing for defined matters: settlement agreements, policy reviews, disciplinary support.
Retainer Support
Monthly ongoing access for compliance, advice, and responsive support.
Tribunal Defence
Full representation from review of the claim and preparation of the defense through to final hearing.
Frequently Asked Questions About Employment Law
Costs depend on claim complexity, number of claimants, and hearing length. Simple unfair dismissal claims typically cost £8,000–£15,000 + VAT. Complex discrimination claims can exceed £30,000. We provide clear cost estimates upfront. Tribunal Fees
If you lose, you’ll likely pay compensation to the claimant. Unfair dismissal awards currently are capped (around £123,000 but this is set to be uncapped from January 2027), discrimination claims have no cap. You may also be ordered to pay the claimant’s legal costs, though this is uncommon. Early settlement often reduces overall cost and risk.
Yes,if you follow fair process. Many dismissals don’t result in claims. The key is having a fair reason (conduct, capability, redundancy, or some other substantial reason), following proper procedure, and acting reasonably. We help you get this right to lower the risk of a successful claim.
Not always, but legal advice reduces risk. If the matter could lead to dismissal, involves discrimination allegations, or feels legally complex, early advice is worth it. Early intervention usually reduces cost and risk exposure.
From ACAS notification to final hearing: typically 9–24 months. Preliminary hearings may happen sooner. Many cases settle before final hearing.
ACAS Early Conciliation is a mandatory pre-claim step. Employees must notify ACAS before lodging a tribunal claim. It’s an opportunity to settle without tribunal. If settlement fails, the employee can proceed to tribunal.
Yes. We provide retainer-based support, policy reviews, training, and strategic HR/legal guidance to reduce risk before issues arise.