Employment Law Solutions | Strategic Workplace Advice

arch.law provides clear, practical employment law solutions for both employers and employees, supporting workplaces and individuals at every stage of the employment relationship. Our employment specialists advise across the full spectrum of employment law, combining legal expertise with commercial insight to deliver proportionate, outcome‑focused solutions.

Our Employment Law Solutions

For Employers

Employment contracts and workplace policies

Day‑to‑day HR and employment advice

Disciplinary, grievance and performance matters

Redundancy, restructuring and TUPE

Settlement agreements and exits

Discrimination, whistleblowing and workplace investigations

Employment tribunal support and litigation

For Employees

Employment contract and offer review

Unfair and wrongful dismissal advice

Discrimination and workplace disputes

Settlement agreement advice and negotiation

Employment tribunal claims and representation

Restrictive covenant and post‑termination issues

Why arch.law

arch.law delivers employment law advice through a modern, solution‑led approach designed to meet the needs of both businesses and individuals. We combine experienced legal judgement with a practical, commercial understanding of how employment issues impact people, operations and reputation.

arch.law is uniquely positioned to support clients with employment law challenges that span jurisdictions. Our network brings together senior employment specialists across key markets, including dedicated expertise in Australia, allowing us to deliver consistent, commercially aligned advice wherever our clients operate. This global reach means we can manage cross-border workforce issues, regulatory differences and international growth strategies seamlessly, providing a single, integrated approach rather than fragmented local advice. For clients, this translates into clearer decision-making, reduced risk and employment strategies that scale with their business across regions.

A technology‑enabled approach to better advice

Our employment law solution is enabled by technology that streamlines process, reduces friction and removes unnecessary administration. This allows our lawyers to focus their time where it matters most, on delivering the right advice at the right time, rather than on manual or low‑value tasks.

This approach provides:

Clearer visibility and communication throughout a matter

Efficient workflows and document handling

Consistent, high‑quality delivery

Reduced delay and unnecessary cost

By combining legal expertise with a modern delivery, we ensure clients receive focused, responsive advice that supports confident decision‑making.

Experienced, pragmatic and people‑focused

Our focus is on clear advice, proportionate solutions and outcomes, whether supporting employers through complex workforce decisions or advising employees at critical points in their careers.

We understand that employment law is rarely just technical. It involves people, risk, reputation and trust. Our team brings a calm, practical approach to resolving issues early where possible, while providing robust representation when disputes escalate.

Client Testimonials

“I am also indebted to my legal team. [ ] The settlement sum compensates me for lost salary and pension as well as including a sum for personal injury. However, no amount of money can compensate me for the devastation of losing my career in this appalling manner.”

Dr Susan Gilby, Former CEO Countess of Chester NHS Trust

I was very impressed with the employment law support provided to me by arch.law. I found arch.law to be very responsive, professional and they provided clear and pragmatic advice.

Kathryn Osborne, 26 Jan 2026

Individual Case Studies

Whistleblowing Protection in the NHS
The Issue

Dr Susan Gilby, a senior NHS executive, raised concerns about the conduct of the Chair and governance within an NHS Trust. Following these protected disclosures, she resigned from her role, amounting to constructive dismissal. The Trust disputed both the whistleblowing status of the disclosures and the reason for dismissal.

Our Solution

arch.law advised on and pursued claims for whistleblowing detriment and automatic unfair dismissal. We built a clear, evidence-led case demonstrating that Susan’s disclosures were protected under employment law and that her dismissal was directly linked to her speaking up.

The Outcome

The Employment Tribunal found in Dr Susan Gilby’s favour, confirming that she had made protected disclosures and that her dismissal was automatically unfair. The decision resulted in a substantial compensation award and reinforced legal protections for whistleblowers within the NHS.

Why It Matters

This case demonstrates arch.law’s expertise in complex whistleblowing and senior executive employment disputes, particularly within highly regulated and public-sector environments. Read more here: Countess of Chester NHS Trust agrees £1.4m settlement with former Chief Executive following tribunal ruling – arch.law
Disability Discrimination & Reasonable Adjustments
The Issue

An employee with a long-term back condition was dismissed following an extended period of absence from work. The employer failed to implement reasonable adjustments, provide appropriate support or follow a fair capability process before reaching the decision to terminate employment.

Our Solution

arch.law advised on disability discrimination claims under the Equality Act 2010. We demonstrated that the employer had failed in its duty to consider and implement reasonable adjustments and had not followed an appropriate process when managing the employee’s absence.

The Outcome

The client successfully pursued a claim for failure to make reasonable adjustments, securing a favourable outcome and recognition of the employer’s obligations towards disabled employees.

Why It Matters to You

Employers must take proactive steps to support employees with disabilities and make reasonable adjustments where required. Failure to do so can expose organisations to significant legal and financial risk.
Race Discrimination in the Workplace
The Issue

An employee was subjected to racially discriminatory comments by a colleague in the workplace. Despite concerns being raised, the employer failed to take appropriate action to address the behaviour or protect the employee.

Our Solution

arch.law advised on claims under the Equality Act 2010, establishing that the employer was vicariously liable for the discriminatory actions of its employee. We also demonstrated that the employer could not rely on the statutory defence because it had failed to provide adequate equality and diversity training.

The Outcome

The client successfully pursued a race discrimination claim, holding the employer accountable for the workplace culture and failures that allowed the conduct to continue.

Why It Matters

Employers are responsible for taking reasonable steps to prevent discrimination in the workplace. Effective training, policies and action are essential to creating a safe and inclusive environment.
Unfair Dismissal Following Redundancy
The Issue

An employee was made redundant during a restructuring exercise but was not offered suitable alternative employment opportunities that were available within the organisation.

Our Solution

arch.law advised on the fairness of the redundancy process and challenged the employer’s failure to consider suitable alternative roles. We built a case demonstrating that the redundancy process had been unfair and that the dismissal was avoidable.

The Outcome

The client successfully pursued a claim for unfair dismissal and secured a favourable outcome.

Why It Matters

A fair redundancy process requires employers to meaningfully consider alternative employment options before terminating employment. Failure to do so can render a dismissal unfair.
Neurodiversity & Disability Discrimination
The Issue

A neurodiverse employee was dismissed for alleged misconduct. The circumstances surrounding the alleged conduct raised questions as to whether the behaviour was linked to the employee’s disability and whether the employer had adequately considered its obligations under the Equality Act 2010.

Our Solution

arch.law pursued disability discrimination claims, demonstrating that the employer had failed to properly assess the impact of the employee’s condition and whether reasonable adjustments should have been made before disciplinary action was taken.

The Outcome

The client successfully brought a claim under the Equality Act 2010, highlighting the employer’s failure to appropriately manage disability-related issues in the workplace.

Why It Matters

Employers must carefully consider the impact of neurodiverse and other disabilities when managing conduct and performance concerns. A failure to do so can lead to discrimination claims and significant legal exposure.