Charitable organisations must manage a broad range of employment and HR matters in order to fulfil the substantial contribution that they make to our society.
It is also vital to have policies, procedures and systems in place to safeguard your service users’ rights, which requires employee capability and conduct assessment.
Charity employment & HR
If employment issues arise within your charity, our employment solicitors provide a clear, pragmatic and commercially-viable process plan, achieving your desired outcome with minimal risk and disruption.
To ensure that our advice is tailored to your specific requirements, you will be appointed a dedicated solicitor who understands everything about your organisation’s purpose and operations.
You will also have 24/7 access to our online document bank, which contains over 100 templated letters, policies and other useful resources. All of these documents are written by our specialist employment law solicitors and can be adapted for a range of scenarios which you may face.
Charity employment & HR
Our solicitors have advised on thousands of employment law and HR-related issues for charities and not-for-profit organisations of all sizes and structures.
We frequently support charitable organisations with contract and policy writing, disciplinaries, sickness and absence issues, capability issues, redundancies and restructures, unfair dismissal and discrimination claims, implementing and managing restrictive covenants and support with transferring employment rights (TUPE).
In addition, with volunteers, interns and even service users often arguing that they are employees, we frequently guide charities through these complex issues to ensure that the correct status is being applied.
Our Clients
Contact Us
For more information and support, please contact us on 01332 226 149 or complete the form below.
Knowledge
Employment Law 2025 review covering key legislative changes, consultations and what employers need to prepare for in 2026.
Read MoreUpdate on the Employment Rights Bill, including the removal of day-one rights, a new six-month qualifying period, and potential compensation changes.
Read MoreEmployee falls asleep at work and is unfairly dismissed; explore lessons for employers on investigations, mitigation, and proportionality.
Read MoreTop HR Christmas tips to manage staff absence, festive parties, and workplace closures, ensuring a compliant and enjoyable festive season.
Read MoreEmployment Rights Act changes: Government consults on bereavement leave, dismissal protections, and trade union rights.
Read MoreHow employers can handle whistleblowing effectively to reduce risk and prevent escalation, drawing lessons from the Argence-Lafon case.
Read MoreExplore lessons from the Ritchie V Goom Electrical Ltd case on managing conflicting workstyles and age diversity in modern offices.
Read MoreProbation periods will be crucial as the Employment Rights Bill introduces day-one unfair dismissal protections from 2027.
Read MoreEmployment Tribunal deadlines are set to increase to six months. Learn how this change could affect employers and what steps to take now.
Read MoreThe Fair Work Agency (FWA) launches in 2026, enforcing holiday pay rights with new powers and hefty penalties for employers.
Read MoreNorman v Lidl: Redundancy scoring based on degree requirement found to be indirect age discrimination, costing the employer over £50,000.
Read MoreA Tribunal ruling may end the two-year limit on backdated holiday pay claims, creating major risks for employers.
Read MoreRelated Services
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