Employment Law Solicitors & HR Specialists

Harrison Drury provides clients with access to a highly experienced team of employment lawyers as well as specialist HR professionals who deliver support across the full range of employment law issues ranging from day-to-day HR matters to complex projects and defending employment litigation.

Whether you are an SME, an owner-managed business or a large corporate organisation with your own HR team, our solicitors and HR professionals support you across the whole employment lifecycle, from onboarding staff and ensuring contractual arrangements are fit for purpose through to day-to-day management of people issues, change programmes and exit. Where needed, we work creatively with clients to identify commercially focused solutions that reflect both legal risk and operational reality.

Our role is to bring calm structure and guidance. We advise in jargon free language, at a pace that feels manageable, with clear options and a steady plan. Where a situation crosses into more than one area, we bring the right specialists together so you are not left coordinating different strands of advice while trying to run your business.

You will have trusted legal partners who stay close to the detail and focus on practical solutions that protect your position and keep matters moving. Our wider commitment to quality is reflected in independent recognition in Chambers and Partners (UK) and The Legal 500 (UK), and in our Lexcel accreditation.

We make it possible to manage people issues with clarity and control, putting workable arrangements in place that support your business now and protect you as you grow.

If you need support with an immediate issue or want to strengthen your wider employment framework, get in touch. We will listen, understand what you are trying to achieve, and set out the next best steps clearly.

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We can help with:

Employment Litigation & Tribunals

HR Consultancy

HR Compass

Employment Rights Bill

Managing people is rarely just about process. Issues can arise quickly, carry legal and commercial risk, and affect day-to-day operations as well as the wider culture of your business. Whether you are dealing with recruitment, contracts, performance concerns, absence, grievances, restructuring or a potential claim, you need advice that helps you take the next step with confidence.

Harrison Drury gives employers access to a highly experienced team of employment lawyers as well as specialist HR professionals, delivering support across the full range of employment law issues, from day-to-day HR matters through to complex projects and the defence of employment litigation.

The benefit of that combined employment law and HR support is that advice in both areas is closely aligned, helping to minimise exposure to disputes and manage issues before they escalate. We work proactively with clients to avoid disputes arising where possible, and we also work in the long term with retained clients, acting as an extension of in-house teams, protecting your business and supporting your wider objectives.

Employment law support across the full employment lifecycle

Employment law for employers is not just about resolving disputes after a problem has developed. It is also about putting the right arrangements in place from the outset, managing staff issues fairly and consistently, and helping your business adapt when circumstances change.

We support employers at every stage of the employment relationship, including, recruiting and onboarding staff, reviewing contracts, handbooks and workplace policies, managing performance, conduct, absence and grievances, handling family-related rights and equality issues, carrying out workplace investigations, resolving disputes and agreeing exits, planning restructures and redundancies, providing ongoing HR support and training.

Whether you need help with a one-off issue or ongoing support over time, our role is to give you clear, actionable advice and help you put it into practice.

Our employment law services

Strong people management often starts before a problem arises. We support employers with practical guidance and training that helps managers handle common issues more confidently and consistently. The Employment & HR brochure explicitly includes training as part of the team’s offer, alongside day-to-day advice and complex project work.

Clear documentation helps set expectations, supports consistent decision-making and reduces avoidable risk. We advise on contracts of employment, service agreements, handbooks, workplace policies and the wider compliance framework employers need to manage staff lawfully and consistently.

Family-related rights can be sensitive for both the employee and the business. Employers often need advice that is legally sound, fair in practice and workable for the team around the employee. This may involve maternity, paternity, adoption, shared parental leave, parental leave, flexible working and the policies and communications that support those arrangements.

Workplace decisions can have additional nuances and bring additional considerations under equality law. Employers may need support to create diverse workplaces and to assist with discrimination concerns, harassment complaints, reasonable adjustments, recruitment decisions, policy wording or wider culture and compliance issues.

Not every performance issue is misconduct, and not every concern requires the same process. Employers often need help deciding what framework is appropriate, what evidence is needed, how concerns should be communicated, and how to move matters forward fairly and consistently.

Workplace investigations can be fact-sensitive and time-critical. Whether the issue involves allegations of misconduct, bullying, harassment, whistleblowing concerns or another complaint, employers need a fair and proportionate process supported by careful documentation and clear decision-making.

Some matters can be resolved quickly and quietly. Others need more formal or strategic handling. We advise employers on workplace disputes, grievances, settlement agreements, exit discussions and employment tribunal claims, helping clients understand their position, assess risk and decide how best to proceed. The Employment & HR team materials specifically include employment litigation and tribunals as part of the team’s offer.

Business change can require difficult decisions about roles, structure and consultation. Employers need advice that reflects both the legal framework and the operational realities behind the change. We support businesses through difficult and complex restructuring and redundancy processes, helping them plan carefully, communicate clearly, negotiate with staff where the stakes are high, and follow a compliant process that reduces the risk of future claims.

Employee relations issues can affect morale, productivity and organisational confidence as well as legal risk. These matters may involve communication challenges, collective concerns, grievances, change programmes, or a pattern of tensions that need careful handling.

Employment law continues to evolve, and employers often need help understanding what proposed changes may mean in practice.

Some employers want greater structure and more regular support around day-to-day people management. HR Compass forms part of our wider employment and HR offering, giving clients a practical route to more consistent support and clearer oversight.

Some employers need one-off advice. Others benefit from a more continuous relationship, especially where there are regular people issues, internal HR capacity is limited, or senior leaders want the reassurance of accessible support when issues arise.

We advise employers on TUPE when a business, service or contract changes hands, helping you understand which employees transfer, what obligations apply, and how to plan communications and consultation. We support you with the practical steps and documentation needed to manage risk, keep disruption down, and put workable arrangements in place for the next chapter.

We advise employers on business transfers, whether you are buying, selling, or reorganising part of a business, so you understand how employees and liabilities may move across and what needs to happen before and after completion. We support you with planning, due diligence input, and clear documentation and communications, helping you keep disruption down and move forward with control.

We deal with the entry of caveats – the process of preventing the issue of a grant of probate to executors or administrators where a bona fides challenge to a Will or to the appointment of an administrator or executor is anticipated. Where a caveat has been entered without good grounds, we can apply the court process aimed at removing it (“warning off”).

Where a grant ought not to have been made, for whatever reason, we can apply to the court for an order revoking the issue of the grant.

We are always keen to encourage all sides to a dispute to attempt to settle their differences sooner rather than later and with the minimum requirements for the court’s intervention. The circumstances of the case may mean that this is not always possible or appropriate to do this. However, parties must always remember that the more entrenched their respective positions become, the more difficult it can become to extricate themselves from it. So early attempts at reaching a negotiated settlement should be considered in the right situation.

An executor may become liable for assets that have decreased in value or become lost altogether – known as “devastavit” – where the executor has mismanaged the estate and effects of the deceased. We bring – and defend – such claims accordingly.

If two individuals agree on the disposal of their property and execute mutual wills in pursuance of the agreement, on the death of the first to die, the property of the survivor, which was the subject matter of the agreement, is held on an implied trust for the beneficiary named in the wills. The survivor may thereafter alter their will, because a will is inherently revocable, but if they do so, their personal representatives take the property subject to the trust.

A beneficiary cannot take under a will if they have unlawfully killed the testator, or unlawfully aided, abetted, counselled or procured the testator’s death.

Some types of claim may be barred by law, other types may be unaffected by statutory limitation periods. We can advise on this complex area.

Our employment law services

Employment law continues to evolve, and employers often need help understanding what proposed changes may mean in practice.

I found David very personable and will certainly use him again.

David is a very smart and commercial lawyer focused on employment matters. His approach to solving a thorny problem was creative and backed up by his deep knowledge of the subject and his ability to communicate. I found him very personable and will certainly use him again.

Swag Mukerji, Centaur Media

I would recommend his services highly.

I worked with David on a number of difficult cases and was always extremely impressed by his professional approach, steady hand and expert advice. When you consult with a large corporate partner a key attribute is being able to develop rapport quickly, assess matters confidently and advise the client impartially to deliver the right outcome. In my experience David delivers over and above every time and it was a pleasure working with him.

Karen Bosher

I would not hesitate to recommend David!

I have known David now for some 10 years and sought his advice and counsel many times. David is pragmatic to work with, incredibly insightful and technically excellent.He fully understands the world of HR. I would not hesitate to recommend David to any business and always welcome the opportunity to work with him as I know that I am in safe hands.

Nicola Byrne

Davids advice has never let myself, my team or business down.

He fully understands the world of HR and will not only provide a legally correct insight but will also then discuss the realities of what this means for a commercial business. As we all know sometimes the legal answer is not always practical in the world of HR and so David has stepped me through other options and couples this with the balance of risk. His advice has never let either myself , my team or business down.

We deal with the HR and employment law team and they are amazing to deal with – we have an excellent working relationship.

Legal 500

The lawyers take a realistic and pragmatic approach and have the client’s best interests in mind.

Legal 500

They are thorough and have an eye for detail. They are able to balance the legal position with the interests of the business.

Legal 500

Advice we receive is of a high quality and backed with facts.

Legal 500

The team are very responsive both for planned and reactive items of work! I have found them to be very quick to complete pieces of work and to be very detailed in their responses to queries we have had.

Legal 500

Roger Spence is exceptionally professional and provides excellent customer service with fantastic legal advice.

Legal 500

How we work with employers

Employment law advice should be easy to use in practice. You need to know where you stand, what your options are, and what needs to happen next. We give employers advice in clear language, with a focus on practical outcomes and steady progress.

You will have a clear point of contact who takes responsibility for progress and keeps you updated. Where the matter calls for wider input, we bring the right people together around you so the advice stays joined up and consistent. That can be especially valuable where legal advice and practical HR implementation need to work side by side.

For owner-managed businesses and SMEs, that often means responsive support, clear next steps and advice that reflects commercial reality. For larger employers and in-house teams, it may mean additional capacity, structured support and a consistent approach across more complex or fast-moving matters.

Whatever the size of your business, we aim to make the process feel straightforward, well-managed and aligned with what you are trying to achieve.

Pricing and control

Employment issues can develop quickly, so it is important to have clarity on cost as well as legal position. We will discuss the scope of the work at the outset, explain your pricing options clearly, and help you decide on the most sensible route based on your priorities. Fixed fees may be available for defined pieces of work where appropriate.

In some cases, the work will be clearly scoped from the start, such as reviewing contracts, advising on a specific process or delivering training. In others, the position may develop over time, particularly where there is an ongoing dispute, a wider project or continuing support arrangement. Where the scope changes, we will keep you updated so you can stay in control.

Our aim is to give you choice, flexibility, control and transparency, so you can make informed decisions about the support you need.

Why employers choose Harrison Drury

By choosing Harrison Drury, you will get advice that reflects the realities of employing people and the pressures that come with running a business. When an issue affects your team, your operations or your wider plans, you need to know where you stand, what your options are, and what to do next. You will receive clear, actionable advice that protects your position and supports practical decision-making.

You will also have access to both employment law and HR support through one joined-up team. That means legal advice and practical implementation can stay aligned, which is particularly valuable when matters are sensitive, fast-moving or likely to affect the wider business. Instead of managing separate strands of support, you will have a clearer route through the issue and steadier progress from the outset.

By choosing Harrison Drury, you will have advisers who take the time to get to know your business and understand how you operate in practice. That means the advice you receive will not sit in isolation from the day-to-day realities of your organisation. It will be commercially focused, pragmatic and aligned with your operational needs and approach to managing legal risk.

Whether you are dealing with day-to-day people issues, a complex project, a tribunal claim or a wider workforce change, the support you receive will reflect the legal position, the commercial context and the practical outcome you are trying to achieve. For many employers, that means not just a one-off answer, but advisers who understand the business, stay close to the detail and can step in quickly when something changes.

You will also have the reassurance of advice that is kept up to date in a fast-moving area of law and delivered in language you can use. You need to know exactly what you need to do, and where practical implementation support is helpful, you can draw on support from our HR team as well.

You will be supported by a firm recognised in independent legal directories including Chambers and Partners and The Legal 500, and one that holds accreditations including Lexcel and Investors in People. More importantly, you will have a team focused on giving you clarity, control and confidence at every stage.

Talk to our employment law solicitors

If you are dealing with a one-off issue, reviewing your employment framework or looking for ongoing support, we are here to help. We advise owner-managed businesses, SMEs, larger employers and in-house teams on employment law and HR matters across the full employment lifecycle.

You will have support from trusted legal experts who focus on clear, actionable advice and practical next steps. Where your matter needs wider input, we bring the right people together so you receive a joined-up service with clear ownership throughout.

Known throughout the North, with offices in Lancashire, 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 us 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

It covers the legal and practical issues that arise throughout the employment relationship, including contracts, policies, compliance, performance concerns, disciplinary and grievance processes, equality issues, workplace investigations, restructuring, settlements and tribunal claims. It can also include ongoing HR support and training.

We support employers with everyday people issues as well as more complex projects and contentious matters. That includes day-to-day employment advice, employment litigation and tribunals, executive employee issues, HR consultancy, training and TUPE advice.

Yes. Some clients want support on specific legal questions or sensitive situations, while others need extra capacity or ongoing external input. We can work alongside your existing HR function or provide broader support where there is no in-house team.

Early advice can often help employers choose the right process, improve communication, review documentation and reduce the risk of matters escalating. We work proactively with clients to help them manage issues and avoid disputes where possible.

Yes. Some employers benefit from a continuing relationship, particularly where regular people issues arise or senior leaders want quick access to advice from a team that already understands the business. Retained and consultancy support can offer continuity and reassurance over time. See our HR compass page for more info.

That depends on the nature and scope of the work. We will explain your pricing options clearly at the outset and discuss fixed fees for defined pieces of work where appropriate. If the matter is more open-ended, we will keep you updated as it progresses so you can remain in control.