Step 1 - Starting Off on the Right Foot

• Employment contracts: we understand the importance of starting the employment relationship on solid ground. Every employee is entitled to a Statement of Particulars of Employment from their first day. We collaborate with you to draft an employment contract that complies with the latest employment laws, ensuring clarity on the rights and obligations of all parties from the outset.
• Disciplinary rules, policies and procedures: establishing clear disciplinary and grievance procedures is essential for effective workforce management. We help you develop these policies, tailored to your business's specific needs, enhancing your ability to manage your employees confidently and effectively.
• Audits and updates: employment laws are constantly evolving. We offer services to audit your current contracts and policies, making necessary updates to ensure ongoing compliance with the latest legal standards.

Step 2 - Managing the Employment Relationship

Effective management of employee issues enhances workplace harmony, while also reducing the risk of a costly employment dispute. The comprehensive support offered by our employment law department covers all aspects of the employment relationship:

• Misconduct and disciplinary issues: we provide expert advice on handling misconduct, including conducting investigations, managing disciplinary hearings, determining appropriate sanctions and processing appeals.
• Grievances: when grievances arise, particularly those involving allegations of discrimination or harassment, we guide you through the response process to manage these sensitively and legally.
• Sickness absence: we assist in managing both long-term and frequent short-term absences, considering potential disabilities and your obligations regarding reasonable adjustments.
• Performance issues: we support you in addressing performance dips, advising on difficult conversations, performance improvement plans, and disciplinary actions where necessary.

Step 3 - Ending or Changing the Employment Relationship

Navigating the conclusion or transformation of employment relationships is delicate and requires strategic legal guidance.

• Dismissals: if dismissal is considered, we provide legal advice to help you proceed in a way that minimises the risk of tribunal claims, ensuring you achieve the desired outcome legally and effectively.
• Redundancies and restructures: we work alongside you during restructuring or redundancy processes, advising on procedures that minimise legal risks and tribunal claims.
• TUPE transfers: in cases of business sales or acquisitions involving employee transfers, we ensure you understand your rights and obligations under TUPE, guiding you through the process in coordination with our business team to facilitate a smooth transaction.
• Negotiated exits and settlement agreements: sometimes, negotiating an employee's exit is the most pragmatic solution. We advise on initiating these discussions and draft comprehensive settlement agreements to mitigate any potential claims.

Meet Claire Collinge

Claire is a Solicitor and a Consultant to the firm who provides help and advice to our clients in all aspects of employment law and HR consultancy.  This includes drafting employment contracts, policies and disciplinary procedures, providing advice on handling misconduct, capability and sickness absence issues and advising on discrimination.

Claire also advises businesses on the employment aspects of restructures, redundancies and TUPE transfers, as well as exit strategies and drafting settlement agreements.

Claire qualified as a solicitor in 2001 and has since been a partner and team leader in two national law firms, specialising in employment law. She became a partner in a niche employment law practice in 2015, where she continued to work until starting her own consulting practice in 2020 joining Walker Foster in the February of that year.

She has advised trade union clients and their individual members, as well as advising businesses and schools, particularly owner-managed businesses. This has given her considerable experience of workplace dispute resolution from both the employee and employer point of view.

A particular interest for Claire is in helping employers manage the employment relationship well, by having the right procedures in place, addressing issues effectively before they grow and making informed commercial decisions to benefit their business and minimise the risk of Tribunal claims. She has experience in delivering training to business clients and their managers to help them achieve that.

Outside of work, Claire can be found walking her Doodle dog or doing Pilates to keep fit, watching her sons’ cricket and football matches, enjoying films at the local cinema and trying to see as many modern Shakespeare productions as she can.