Employment Law Advice Manchester

Employment Legal Support for Businesses and Individuals

Finding employment law solicitors in Manchester who understand both sides of the relationship matters. Whether you are an employer managing a dismissal, a business reviewing its contracts, or an employee facing redundancy, getting the process wrong is expensive. Our solicitors advise on the full range of employment law matters across Manchester and the UK.

Our Employment Legal Services

Settlement Agreements & Exit Management

We advise employers and employees on settlement agreements, negotiating exit terms and ensuring any departure is handled correctly on both sides.

Redundancy & Restructuring

Our solicitors advise on redundancy processes, collective consultation obligations and restructuring for businesses managing workforce changes.

Employment Contracts & Engagement Structures

We draft and review employment contracts, consultancy agreements and contractor arrangements, making sure the documentation reflects the working relationship.

Workplace Disputes & Investigations

Our solicitors advise on workplace disputes, grievance procedures, disciplinary processes and internal investigations before matters reach a tribunal.

HR Policies, Procedures and Governance Frameworks

We draft and review HR policies, employee handbooks and governance frameworks, keeping your documentation current with employment law including the Employment Rights Act 2025.

Contractor vs Employee Advice

We advise employers on employment status, IR35 compliance and how to structure contractor arrangements that withstand HMRC scrutiny.

Trusted by businesses across the UK for clear Employment Law Advice

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Marium Razzaq - Solicitors in Manchester
Marium Razzaq
Solicitor & Director Mar Legal
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Meet the Founder

Marium brings 22 years of experience advising businesses and individuals on corporate, commercial and employment law matters across the UK and the Middle East.

A qualified Solicitor individually authorised and regulated by the Solicitors Regulation Authority (SRA ID: 277854), Marium is also a registered Part II Practitioner and mediator in the DIFC Courts, and an established member of the Chartered Institute of Arbitrators.

Her experience spans complex legal matters for high-profile clients throughout her career, she has been awarded the fastest growing women-led business in the UK recognised by Fortune 500 and former Prime Minister David Cameron.

What our clients say about MAR Legal

Employment Law FAQs

The most frequent issues are dismissals that have not followed the correct process, redundancies where consultation obligations have not been met, contracts that do not reflect the actual working relationship, and disputes that have escalated because an early grievance was mishandled. The Employment Rights Act 2025 has added further complexity, particularly around day-one rights, sick pay and the incoming changes to unfair dismissal qualifying periods. Most of these situations are manageable if they are picked up early.

The most effective time to get advice is before a process starts, not after it has gone wrong. Employers benefit from legal input when dismissing an employee, running a redundancy process, managing a disciplinary or grievance, reviewing contracts, or responding to a claim. Getting the process right from the outset is significantly cheaper than defending an employment tribunal claim that arises from a procedural mistake.

The Employment Rights Act 2025 introduced significant changes to UK employment law. Paternity leave and parental leave are now day-one rights. Statutory sick pay waiting days have been removed and the lower earnings threshold abolished. The unfair dismissal qualifying period is reducing to six months from January 2027. Employers also face a strengthened duty to take all reasonable steps to prevent sexual harassment. Any employment documentation or processes written before late 2025 should be reviewed against these changes.

It depends on how it went wrong and what the employee does next. An employee with sufficient service can bring an unfair dismissal claim, and a tribunal will look at both the reason for dismissal and whether a fair procedure was followed. Even where the reason was valid, a flawed process can result in a finding of unfair dismissal. Compensation awards vary depending on the employee’s age, length of service and weekly pay, but additional uplifts apply where the employer failed to follow the ACAS Code of Practice on disciplinary and grievance procedures.