EMPLOYMENT LAW ADVICE
When an employment issue needs a decision, you need more than an explanation of the law.
Harrington Raine gives employers a clear view of where they stand, what we recommend and what needs to happen next — with the documentation prepared to put that advice into action.
Same-day response standard · Outcome-first advice · Drafted for you
OUTCOME-FIRST EMPLOYMENT LAW ADVICE
Knowing what the law says is important. But for an employer dealing with a real workplace issue, it is rarely enough.
You need to understand where you stand, which risks genuinely matter and what you can realistically do next.
That is how Harrington Raine approaches Employment Law advice. We establish what you are trying to achieve, assess the legal and commercial position, and give you a clear recommendation.
We explain the legal position and the practical risk in plain English — without making every possibility sound equally likely.
Not every legal risk carries the same weight. We distinguish between theoretical exposure and the risks that genuinely matter in practice, so you can make a proportionate, informed decision.
Where there is more than one possible route, we do not simply hand the decision back to you. We explain the options and, where appropriate, tell you which route we believe you should take.
Advice should be usable. We help turn the recommendation into action, including preparing the documentation required as part of your service.
EMPLOYMENT LAW SUPPORT FOR EMPLOYERS
Employment Law advice for employers is professional support that helps a business understand and manage its legal responsibilities when employing, managing and exiting staff.
It can cover day-to-day employee relations, contracts and workplace procedures through to difficult dismissals, organisational change and employment disputes.
At Harrington Raine, the advice goes further than identifying what the law allows. We consider the outcome you need, explain the genuine risk and recommend a practical route forward — with the documentation prepared where it forms part of your service.
Good Employment Law advice should leave you able to act, not simply better informed.
EMPLOYMENT LAW SUPPORT
Employment Law touches almost every stage of the employment relationship. Harrington Raine supports employers with everyday people issues, difficult decisions and higher-risk situations when specialist advice is needed.
Advice on investigations, disciplinary processes, allegations of misconduct and appropriate outcomes — including the documentation needed to run the process properly.
Support with employee complaints, investigations, grievance hearings, outcomes and appeals, including complex or sensitive workplace disputes.
A practical route for dealing with underperformance, setting clear expectations and progressing matters where improvement does not follow.
Advice on short and long-term absence, capability, medical evidence, reasonable adjustments and the point at which further action may be appropriate.
Clear advice on the legal and practical risks of dismissal, the process that should be followed and the documentation required.
Support with redundancy exercises, consultation, selection, organisational change and the employment implications of restructuring a business.
Advice for employers involved in business transfers, outsourcing, insourcing or service provision changes where TUPE may apply.
Employment contracts, policies and workplace documentation that provide a clearer framework for managing people and making decisions.
Advice on using settlement appropriately, negotiating terms and managing the employment relationship while discussions take place.
Support when an employment issue begins to escalate, including settlement discussions, Acas Early Conciliation and preparation for Employment Tribunal proceedings.
Not sure which route applies?
Tell us what is happening, and we'll will help you establish the next step.
THE OUTCOME-FIRST METHOD
Employment Law processes matter, but the process should not become the objective.
We start by understanding what you are actually trying to achieve. From there, we assess the position, identify the risks that matter and recommend the quickest defensible route forward.
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What needs to happen? What matters to the business, and what needs to be avoided? A clear objective gives the advice somewhere useful to lead.
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We consider the legal, commercial and practical circumstances, identify the genuine risks and establish the realistic options available.
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We take a position. Where there is a sensible route to the outcome you want, we explain what we recommend and why.
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Where documentation is required as part of your service, we prepare the letters, scripts, correspondence or other material needed to put the recommendation into action.
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We help you complete the immediate process and identify practical steps that could reduce the likelihood of the same problem arising again.
CLEAR RECOMMENDATION
Employment Law rarely produces one possible answer. There may be several routes that could legally be taken, each carrying different levels of risk, cost and disruption.
Explaining those options matters. But simply listing them can leave the hardest part of the decision with you.
Where the circumstances allow it, Harrington Raine takes a position. We explain the realistic alternatives, tell you which route we recommend and why — so you can make the decision with a clear understanding of the trade-offs.
You should know which risks genuinely matter, rather than being presented with every theoretical possibility.
The technically safest route is not automatically the right route for the business. We consider proportionality, practicality and the outcome you need.
Our role is to give you a clear recommendation and the reasoning behind it. You remain in control of the final business decision.
DRAFTED FOR YOU
Employment Law advice often leads to paperwork. Letters need to be written, meetings need to be structured and decisions need to be communicated properly.
Where documentation forms part of your service, Harrington Raine prepares it for you. That may include:
We explain the legal position and the practical risk in plain Investigation letters, disciplinary invitations, hearing scripts and outcome correspondence.
Invitations, investigation documents, hearing materials, outcome letters and appeal correspondence.
Performance plans, review letters, meeting scripts and capability documentation.
Redundancy consultation documents, restructuring correspondence and dismissal letters.
Correspondence and documentation required to support appropriate settlement discussions.
Employment contracts, policies and other documents used to create a clearer framework for managing employees.
The objective is simple: once you know what needs to happen, you should have the practical tools required to do it.
YOUR PRIMARY ADVISOR
Every retained client has a Primary Advisor who owns the relationship and develops an understanding of the business, its history and the context behind the decisions being made.
That continuity matters. It means advice can be given with a better understanding of what has happened before, what the business is trying to achieve and how previous decisions may affect the next one.
But good service should not depend on one person always being available.
Your Primary Advisor remains responsible for the overall relationship and for keeping the wider picture in view.
You benefit from a named relationship without routine matters being unnecessarily delayed because one individual is unavailable.
Straightforward matters can be handled promptly by an appropriately experienced member of the team, while more complex or higher-risk issues can be escalated to the right specialist.
The aim is consistent advice, clear ownership and access to wider expertise without repeatedly starting from the beginning.
SUPPORT FOR INTERNAL HR TEAMS
Having experienced HR people internally does not remove the need for external Employment Law support.
Some matters are unusually complex. Others carry greater legal or commercial risk, require specialist interpretation or simply arrive when the internal team is already stretched.
Harrington Raine can work alongside your existing HR function, providing additional expertise and capacity without getting in the way of the relationship your team already has with the business.
A second view on difficult or unusual issues where the legal position needs closer analysis.
Additional support with significant disciplinaries, grievances, dismissals and other matters where the consequences warrant greater scrutiny.
Specialist input where organisational change creates more technical Employment Law considerations.
Support when an issue becomes contentious, including settlement discussions, Acas Early Conciliation and potential Employment Tribunal claims.
Experienced support when workload, absence or a particularly demanding matter puts pressure on the internal HR team.
SUPPORT WITHOUT AN INTERNAL HR TEAM
Not every business needs a full internal HR function. But managers still need somewhere reliable to turn when an employee issue requires proper advice.
Harrington Raine gives your business ongoing access to HR and Employment Law support, so you can deal with problems as they arise without having to interpret the law yourself or start from scratch with a new adviser each time.
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When a disciplinary issue, grievance, absence problem or difficult employee decision arises, you have an established advisory team to call.
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Early advice can often make the eventual process simpler. We help you understand the position before a manager commits the business to a particular course of action.
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Where documentation forms part of your service, we prepare the letters, scripts and process documents needed to put the advice into practice.
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Because the relationship continues over time, we build an understanding of your business and the context behind the issues you bring to us.
You do not need an internal HR department to have proper HR and Employment Law capability behind your business.
ONGOING EMPLOYMENT LAW SUPPORT
Ad-hoc legal advice can work well when a business needs help with a specific, isolated matter.
But employment issues rarely exist in isolation. Decisions about performance, absence, conduct, restructuring or dismissal are often influenced by what has happened before.
An ongoing advisory relationship means that context does not have to be rebuilt every time something changes.
Typically engaged for a particular issue or piece of work.
The adviser may need to understand the background from the beginning each time, and support is commonly priced by the hour or by matter.
For genuinely one-off requirements, that model can make sense.
Advice is available as issues develop, not only once they become serious.
Over time, we build an understanding of your business, previous decisions and the people-management context behind the advice.
That can make it easier to address problems earlier, maintain consistency and understand the likely implications of a decision before it is made.
An ongoing service also gives businesses a more predictable way to access Employment Law support than repeatedly purchasing individual pieces of advice.
For employers dealing with people issues throughout the year, continuity can be as valuable as the advice itself.
A DIFFERENT ADVISORY MODEL
There are times when traditional legal services are exactly what a business needs. But day-to-day Employment Law support often requires something different.
Employers need advice that is accessible, commercially useful and ready to put into practice — without having to start a new matter every time an employee issue develop
Harrington Raine combines Employment Law expertise with an ongoing advisory relationship designed around the realities of running a business.
Our same-day response standard means issues can start moving while they still remain manageable, rather than sitting unanswered until the situation becomes more difficult.
An ongoing relationship means we develop an understanding of your business, its history and the decisions that have already been made.
We recommend a route and, where documentation forms part of the service, prepare what you need to put that advice into practice.
A recurring service gives employers clearer cost visibility than repeatedly commissioning individual pieces of legal advice.
Legal expertise. Business-speed execution.
STRAIGHTFORWARD PRICING
Ongoing Employment Law support is provided through Harrington Raine's HR & Employment Law service, giving your business access to advice, clear recommendations and the documentation needed to act.
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Day-to-day HR & Employment Law support, with clear recommendations and the documentation prepared for you.
Your workforce is above our standard online pricing range. Speak to an Advisor and we'll confirm the appropriate price for your business.
HR & Employment Law support when you need it
Same-day responses for queries received before 3pm
A named Primary Advisor who knows your business
Letters, scripts and documentation drafted for you
Outcome Support, with Employment Tribunal defence included for eligible claims, subject to the applicable service terms.
Your workforce is above our standard online pricing range. Speak to an Advisor, and we'll confirm the appropriate price for your business.
Everything included in Outcome Support
Employment Tribunal defence*
Support from claim through to conclusion
Defence strategy and commercial assessment
Prices exclude VAT. Monthly prices shown are based on a 36-month agreement and apply for the first 12 months. Prices increase by 4% on each anniversary.
Prefer to pay annually? Pay annually and receive a 5% discount.
WHEN AN ISSUE ESCALATES
Most employment matters can be managed before they become formal disputes. But sometimes a grievance escalates, settlement discussions begin or an employee starts Acas Early Conciliation.
At that point, the advice needs to shift with the situation.
Harrington Raine can help you assess the strength of the position, understand the practical and legal risks, and decide how the business should respond.
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Support with grievances, allegations, difficult correspondence and situations where trust in the employment relationship has started to break down.
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Advice on whether settlement is appropriate, how to approach discussions and how to protect the business while negotiations take place.
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Support when an employee begins Early Conciliation, including assessing the claim, responding appropriately and considering whether resolution is commercially sensible.
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If a claim proceeds, Harrington Raine can provide Employment Tribunal defence under the appropriate service or package.
FREQUENTLY ASKED QUESTIONS
Straight answers to some of the practical questions businesses ask about Harrington Raine’s employment law service.
We advise employers across the employment relationship, including disciplinary matters, grievances, performance, sickness absence, dismissal, redundancy, restructuring, TUPE, contracts, settlement discussions and employment disputes.
No. Harrington Raine Ltd is a regulatory consultancy, not a firm of solicitors, and is not authorised or regulated by the Solicitors Regulation Authority.
Harrington Raine may employ solicitors and other legal professionals, but an individual's regulatory status does not make Harrington Raine Ltd an SRA-regulated firm.
Yes. Ongoing Employment Law advice forms part of Harrington Raine's retained HR & Employment Law support, giving your business an established advisory relationship rather than having to arrange support separately whenever an issue arises.
Yes. We can work alongside internal HR professionals, providing additional Employment Law expertise, technical support and capacity for complex, higher-risk or particularly demanding matters.
Yes. Where documentation forms part of your service, Harrington Raine prepares the letters, scripts, correspondence and process documents needed to put the advice into practice.
Queries received before 3pm UK time on a working day receive a response that working day.
Straightforward matters may be resolved immediately. More complex issues may require further information or analysis before substantive advice can be completed.
The monthly fee depends on your business and the service selected. You can obtain an indicative monthly price using the pricing calculator on this page and compare the available options on our Packages & Pricing page.
Yes. We can advise on investigations, disciplinary procedures, misconduct, appropriate sanctions and dismissal, including the legal and practical risks and the documentation required.
Yes. Harrington Raine can advise on redundancy exercises, consultation, organisational restructuring and employment issues arising from business transfers or service provision changes where TUPE may apply.
Yes. Harrington Raine can provide Employment Tribunal defence under the appropriate service or package, including support with the defence process and the stages covered by the applicable service terms.
No. Hearing advocacy is not included within the fixed-fee Total Employment Law Cover package.
Where advocacy is required, it can be arranged and quoted separately depending on the circumstances of the case.
Harrington Raine provides Employment Law support to employers across England, Scotland and Wales.
Get ongoing Employment Law support with clear advice, practical recommendations and the documentation needed to act.
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