Employment Law Advice for Employers
Employment Law Advice for North West Employers:
Practical, Not Academic
Employment law advice written and delivered exclusively for employers. Dismissal, redundancy, disciplinaries, grievances, TUPE, ERA 2025 compliance, from CIPD-qualified consultants who understand what it is like to run a business in Bolton, Manchester, Lancashire and Cheshire.
Serving SMEs across Bolton, Manchester, Lancashire, Cheshire and Greater Manchester.
Employer-Side Only
CIPD Qualified
ERA 2025 Specialists
Available When You Need UsIn short: DaisyHR provides employment law advice exclusively for employers across the North West. We advise on dismissal, redundancy, disciplinaries, grievances, TUPE transfers, zero hours contracts, flexible working requests, and ERA 2025 compliance. Unlike Acas, which advises both sides, every piece of advice we give is framed around protecting your business and managing your risk. CIPD qualified. No scripts. No call centres. Real advice for real situations.
Employment Law Advice Written for Employers, Not Both Sides
Most employment law advice in the UK is written neutrally, covering both what the employer should do and what the employee is entitled to. Acas is the clearest example: genuinely useful, but designed to be balanced between employer and employee.
DaisyHR is different. Every piece of employment law advice we provide is framed from the employer's perspective. We are not impartial. We are on your side, within the law, protecting your business, and helping you manage your people without creating legal exposure.
That matters because the framing of advice changes the decision you make. “You can dismiss this person, but here is the process you must follow to do it safely” is different from “dismissal is one option, though the employee may have grounds to challenge this.” Same facts, different advice, very different outcomes.
We advise North West employers across Greater Manchester, Lancashire, Cheshire and the wider region on the employment law situations that arise in real businesses, not the theoretical scenarios that fill textbooks.
Employment Law Situations We Handle
Dismissal and Exits
The most common employment law question an employer faces, and the most dangerous one to get wrong. We advise on fair dismissal procedures for conduct, capability, redundancy and other substantial reasons. We advise on what process to follow, what documentation to produce, and how to manage the exit in a way that is legally defensible. With unfair dismissal protection moving to six months’ service from January 2027, every dismissal now carries more risk than it did two years ago.
Redundancy
Redundancy is not just a business decision. It is a legal process with specific obligations at every stage. Individual and collective consultation requirements, selection criteria, suitable alternative employment, the right notice periods, and the protective award that doubles to 180 days’ pay from April 2026 for collective redundancies handled incorrectly. We advise on the full redundancy process and manage it with you from announcement to completion.
Disciplinary Procedures
A disciplinary that does not follow the Acas Code of Practice, even if the underlying decision was correct, can result in an uplift to any tribunal award of up to 25%. We advise on the correct procedure, draft the invitation letters, attend hearings where needed, and ensure every stage of the process is documented and defensible.
Grievances
When an employee raises a grievance, against their manager, against a colleague, about their working conditions, the process you follow matters as much as the outcome you reach. We advise on investigation procedures, hearing formats, appeal rights, and how to handle the particularly complex situation where a grievance is raised during or after a disciplinary process.
TUPE Transfers
TUPE applies whenever a business or part of a business transfers from one employer to another, and whenever a service contract changes hands. It is one of the most misunderstood areas of employment law and one of the most expensive to get wrong. We advise on whether TUPE applies, what your obligations are to existing employees, how to handle the consultation process, and what changes to terms and conditions are and are not permissible after a transfer.
Flexible Working Requests
From April 2026, the grounds on which an employer can refuse a flexible working request are tighter, the response timescale is shorter, and the process for handling requests is more prescriptive. We advise on how to manage flexible working requests properly, including how to refuse one lawfully when the business needs justify it.
Zero Hours Contracts and ERA 2025
Zero hours contracts remain lawful after ERA 2025 but are significantly more regulated. Employers must offer guaranteed hours contracts to workers whose actual hours over a reference period justify it. We advise on how to manage the transition, what your obligations are, and how to structure your workforce in a way that maintains flexibility while complying with the new rules.
Settlement Agreements
A settlement agreement ends an employment relationship by mutual consent and prevents the employee from bringing tribunal claims in exchange for a payment. Used correctly, they are a powerful tool for managing exits cleanly and with certainty. Used incorrectly, or with an NDA clause that ERA 2025 renders void, they create more problems than they solve. We advise on when to use them, what they should contain, and what they cannot contain under the new rules.
The Employment Rights Act 2025: What Every North West Employer Needs to Know
The Act became law in December 2025. These are the changes that affect your employment law obligations right now:
18 February 2026 (already live) – Dismissal for taking part in industrial action is now automatically unfair
6 April 2026 – SSP payable from day one of absence. No waiting days. No lower earnings limit.
6 April 2026 – Paternity and parental leave become day-one rights
6 April 2026 – Collective redundancy protective award doubles to 180 days’ pay
6 April 2026 – Sexual harassment becomes a qualifying disclosure under whistleblowing law
6 April 2026 – Trade union recognition process simplified, easier for unions to gain recognition in your business
October 2026 – Fire and rehire effectively banned
October 2026 – Harassment duty extends to third parties including subcontractors and clients
January 2027 – Unfair dismissal protection after 6 months’ service. The two-year qualifying period ends.
2027 – Zero hours guaranteed hours obligations come into force
DaisyHR's employment law advice includes full ERA 2025 guidance: what has changed, what it means for your business specifically, and what you need to do about it.
How DaisyHR's Employment Law Advice Works
Tell Us What Has Happened
Call or book a consultation. Tell us the situation: who, what, when, what has been said or done so far. We listen without judgement and without a script. Most employment law situations are not unique. We have seen them before and we know what the options are.
We Assess the Risk
We give you an honest risk assessment. What is the legal exposure? What is the likely outcome if this goes to tribunal? What are the options and what does each one cost: financially, practically, and in management time? You know what you are dealing with before you make any decision.
We Advise on the Right Course of Action
Not what the law says in theory, what you should actually do in your specific situation, with your specific employee, in your specific business. Practical, actionable advice that accounts for the full picture.
We Support You Through It
If the situation requires it, a disciplinary hearing, a redundancy consultation, a grievance investigation, a TUPE process, we are with you through every stage. We draft the documentation, advise on each decision point, and attend proceedings where needed.
We Help You Prevent It Happening Again
Most employment law problems in SMEs are symptoms of missing or outdated HR foundations: the wrong contract wording, a handbook that does not cover the situation, managers who do not know the process. After we have resolved the immediate issue, we identify the underlying gap and fix it.
Why Not Just Use Acas or a Solicitor?
Acas
Acas is excellent for general employment law guidance and is completely free. The limitation is that Acas is impartial, it advises both sides equally. For an employer who needs advice on how to manage a situation to protect the business, advice that also tells you what the employee is entitled to is only half the picture.
Employment Solicitors
Employment solicitors provide legally privileged advice and are essential if a matter reaches tribunal. Their limitation is cost . Employment solicitors typically charge £250 to £500 per hour, and a complex disciplinary or redundancy process can run to several thousand pounds in legal fees before you get to any tribunal. Many SMEs delay getting advice because of the cost and end up with a worse outcome as a result.
DaisyHR
DaisyHR sits in the middle. We are not solicitors and our advice is not legally privileged, but for the vast majority of employment law situations that North West SMEs face: dismissals, disciplinaries, grievances, redundancies, CIPD-qualified HR consultancy advice is exactly what is needed. We are faster than solicitors, far less expensive, and we write exclusively for employers. Where a situation does require solicitor involvement, we work alongside your legal advisors and can recommend employment law specialists in the North West.
Who Uses DaisyHR for Employment Law Advice
Our employment law advice clients typically come to us at one of these moments:
Something Has Just Happened
An employee has raised a grievance. A disciplinary is in progress and the manager is not sure what to do next. An employee has resigned and is threatening constructive dismissal. These are the situations where getting advice quickly makes the difference between a clean resolution and a tribunal claim.
Something Is About to Happen
A redundancy programme, a TUPE transfer, a restructure, a contract change. The employer knows what they need to do commercially but is not sure how to do it legally. Getting the process right from the start is always cheaper than fixing it afterwards.
The Law Has Changed
ERA 2025 is the clearest current example. Employers across the North West are sitting with outdated contracts, handbooks that do not reflect current law, and processes that were designed for a different employment landscape. We help them understand what has changed and what to do about it.
What North West Employers Say
Placeholder Testimonials. Replace With Real Client Quotes Before Launch.
“Placeholder testimonial, replace before launch. Focus on a specific situation: dismissal or disciplinary, handled quickly and cleanly.”
[Client Name]
[Job Title]
[Greater Manchester location]
“Placeholder testimonial, replace before launch. Focus on ERA 2025 compliance, knowing they were ahead of it rather than scrambling.”
[Client Name]
[Job Title]
[Lancashire or Cheshire location]
“Placeholder testimonial, replace before launch. Focus on the difference between DaisyHR’s employer-focused advice and the generic advice they had tried before.”
[Client Name]
[Job Title]
[Bolton or Wigan location]
Who You'll Be Working With
Founder & HR Director
MCIPD · Fractional HR Director, Bolton & North West
Sam spent 10 years building HR functions in North West businesses, not just managing the day-to-day, but shaping how companies hire, develop and retain their people as they scale.
Before DaisyHR, she led HR across manufacturing, professional services and high-growth SMEs. The businesses where HR wasn't a support function. It was a commercial lever. She's seen what happens when companies get their people infrastructure right early, and what it costs when they don't.
She's also been in the room when it kicks off. Disciplinaries that escalate. Grievances that get personal. Redundancy programmes that need handling properly. That's the bit most HR consultants outsource or avoid. Sam runs toward it.
She started DaisyHR because she kept seeing the same gap: businesses that needed strategic HR thinking and someone who'd roll their sleeves up when required. Not one or the other. Both.
What Sam brings
- Helped growing businesses get their people structure right before it becomes a problem
- Workforce planning and organisational design that grows with you
- People strategy that connects to commercial goals
- The calm, experienced presence when difficult conversations need having
- CIPD Chartered (Level 7) with a specialism in employment relations
Bolton based. North West focused. Strategic when you need a plan. In your corner when you need backup.
Every DaisyHR consultant is CIPD qualified with a minimum of ten years' senior HR experience. We don't use generalists. We use people who've sat at the board table and navigated the exact situations our clients face.
Frequently Asked Questions
Employment law advice covers the legal obligations and rights that govern the employment relationship: dismissal, redundancy, discrimination, working time, contracts, and more. For most day-to-day employment law situations an employer faces, CIPD-qualified HR consultancy advice is sufficient and significantly less expensive than instructing a solicitor. Where a matter reaches employment tribunal or involves complex legal risk, involving a solicitor is appropriate. DaisyHR can advise on which situations require which level of support.
Acas provides free, impartial advice for both employers and employees. DaisyHR provides advice exclusively for employers, framed around protecting your business and managing your legal risk. We do not advise employees. Everything we tell you is designed to help you make the best decision for your business within the law.
Dismissal and exits, redundancy and collective consultation, disciplinary procedures, grievances, TUPE transfers, flexible working requests, zero hours and ERA 2025 compliance, settlement agreements, absence management, harassment and discrimination, and contractual disputes. If you are an employer with an employment law question, call us. We will tell you whether we can help or whether you need a solicitor.
For urgent situations, an active disciplinary, a grievance just raised, an employee who has walked off site, we aim to respond within the same working day. Call us directly for anything that needs immediate attention.
ERA 2025 is the biggest change to UK employment law in a generation. Key changes include SSP from day one of absence (April 2026), unfair dismissal protection after 6 months (January 2027), the doubling of the collective redundancy protective award (April 2026), restrictions on fire and rehire (October 2026), and zero hours guaranteed hours obligations (2027). DaisyHR advises North West employers on what each change means practically and what they need to do. Read our full ERA 2025 guide.
We can support you in preparing your response and managing the process, and we work alongside employment law solicitors where tribunal representation is required. If a claim has already been lodged, call us as soon as possible. Early advice significantly affects the outcome.
Project-based employment law advice, for a specific disciplinary, redundancy or grievance, is charged by engagement. Ongoing employment law advice is included as part of DaisyHR’s outsourced HR and fractional HR director packages from £800 per month. Book a free consultation and we will give you a clear, transparent cost before you commit to anything.
Yes. DaisyHR is based in Bolton and advises employers across Greater Manchester, Lancashire, Cheshire, and the wider North West. Many employment law advisory engagements are delivered remotely by phone, video and email, with on-site attendance for hearings and formal proceedings where required.
Get Employment Law Advice That Protects Your Business
Whether you are dealing with an urgent situation right now or want to make sure your business is compliant with ERA 2025 before the changes bite, we are here to help. Book a free 30-minute consultation. No obligation, no sales script.
CIPD-qualified employment law advice, written exclusively for employers across the North West.
Employment law advice for employers across Bolton, Manchester, Salford, Stockport, Warrington, Wigan, Bury, Rochdale, Preston, Lancaster, Chester, Greater Manchester, Lancashire and Cheshire.
Last reviewed: March 2026